Computer Readable Medium and Program Product For Facilitating Organization Transition and Realignment

ABSTRACT

Computer readable medium and program product for transitioning and realigning an existing organization structure into a new organization structure, are provided. An exemplary computer readable medium includes instructions that when executed by a computer, cause the computer to perform operations including receiving activities to support major functions of a new organization structure, receiving a listing of tasks to accomplish for each of the activities and associated roles, determining a total demand on each role based on associated tasks each role is responsible for performing across associated functions, determining a number of qualified personnel having a required competency available to fulfill each of the roles, determining a skills gap in transitioning to the new organization structure, and determining a resource requirements gap for the new organization structure.

RELATED APPLICATIONS

This application is a divisional of and claims priority to and thebenefit of U.S. patent application Ser. No. 11/605,915, titled “Systems,Program Product, and Methods for Organization Realignment,” filed onNov. 29, 2006, which claims priority to and the benefit of U.S.Provisional Patent Application No. 60/741,683, titled “Systems, ProgramProduct, and Methods for Organization Realignment,” filed on Dec. 2,2005, each incorporated herein by reference in its entirety.

BACKGROUND OF THE INVENTION

1. Field of the Invention

The present invention relates generally to organizational structurechange, in particular to organizational realignment, and morespecifically to systems, program product, and computer readable medium,and methods to realign an organization structure of an existingorganization entity.

2. Description of the Related Art

Mergers and acquisitions, realignments, downsizings, joint ventures, andother forms of major changes affecting an organization structure arebecoming commonplace. Major corporations and other business entities arecontinuously improving and realigning to industry trends and customerneeds, and thus, require such flexibility in today's competitive marketsin order to prosper. This realignment often requires reorganization ofvarious departments within the organization or even wholesalereorganization of the entire organization structure. One such recentimpetus for change in established entities is the desire to changeindividual departments from functioning as cost centers which generallyfollow a mentality of cutting costs in order to improve efficiency andwhich tend to stifle innovation, to that of functioning as profitcenters which improve efficiency through both cost cutting and throughincreasing revenues through innovation and through providing additionalservices.

During reorganization, the entity generally must still maintain variouscontrols and business policies and procedures to preserve the integrityof the entity and preserve the entity's business image and reputation.In order to realign an organization, typically managers have needed todefine the various organization elements including functions, activitiesthat support the functions, tasks necessarily to accomplish theactivity, roles of the various personnel involved in accomplishing thetasks, and their respective competencies. Changes resulting from suchreorganization can present new challenges and demands for the entireorganization from the highest levels to the lowest level personnel.Thus, recognized by the inventor is the need for a system andmethodology of implementing such organization realignment which canminimize the impact on the organization's personnel.

In order to transition to the new organization structure, adjustmentsmust be made that can capitalize on the strengths of the organization'spersonnel. Supervisors and managers, however, often spend a substantialamount of time personally organizing, managing, and evaluating suchchanges only to have little to no support from those who must implementthe changes. Most of personnel prefer established routines, feelingsecure, stable, and familiar with their past responsibilities. Change,however, naturally results in a certain level of uncertainty as to thestatus in the organization, the role each organization member isexpected to play, and what other changes might follow. If change is nothandled well, the results can include demoralization of theorganization's personnel, an increase in turnover, a decrease incooperation and teamwork, and increased levels of anxiety which can leadto an increase in stress, followed by an increase in absenteeism,illness, and mistakes. It is human nature that organization members thattend to resist such change will have negative feelings. Thus, recognizedby the inventor is the need for a system and methodology of implementingsuch organization realignment which can involve the organization'saffected personnel in the change process and thus, encourage ownership,by allowing them to participate in defining the various organizationalelements of the new organization structure while still maintainingmanagement control of all final decisions, assignments, and definitions.Also recognized is the need for a system and methodology of implementingsuch organization realignment which allows affected organizationpersonnel to evaluate their respective strengths and weaknesses againstthe various roles necessary to complete various tasks supporting theorganization activities and functions of the new organization structure.

One methodology referred to as responsibility (RACI) charting wasintroduced by Xerox in the 1960s to be used as a participative tool toallow team members to better understand what is expected, to preventoversight, and to designate appropriate responsibility and authority toaccomplish necessary tasks. The RACI chart or model allows for keyindividuals to clarify their roles and responsibilities in relation tovarious functions and activities pre-defined by responsible organizationmanagers. The chart allows such key individuals to assign themselves aseither responsible, accountable, consulted, or informed with respect tothe various activities. Another methodology uses a competency table toallow for defining such key individuals according to their competencylevels, i.e., categorizes such competency levels as either: learning,using, guiding, or innovating. A further methodology segments competencyinto knowledge, skills, and behavior. Each of these respectivemethodologies individually have certain deficiencies. Thus, recognizedby the inventor is the need for systems, methods, and program productthat can include and can combine the various tools to overcome suchindividual deficiencies. More specifically, recognized is the need forsystems, methods, and program product employing a methodology that cancapture information on an organization's functions and activities; thatcan link together as a best practices means of linking roles, tasks andskills; and that is integrated to provide a comprehensive model forcapturing the information necessary for realigning an organization fromthe top level information on functions and activities through thelower-level information on tasks, roles, knowledge, and skills.

SUMMARY OF THE INVENTION

In view of the foregoing, various embodiments of the present inventionadvantageously provide a new, comprehensive, and user-friendlymethodology including steps for defining organization elements toinclude functions, activities, tasks, roles, and role competencies in anorganization. Various embodiments of the present invention provide asolution for how to realign an organization while minimizing the impacton the organization's personnel. Advantageously, various embodiments ofthe present invention include a system, program product, and methodsthat provide a proven and structured methodology with supporting toolsand templates to realign an organization structure to a new managementdirection. Various embodiments of the system, program product, andmethods allow for building on future functions and activities defined bya management team and can identify the tasks, roles, interactions,competencies, and staff levels required by the new organizationstructure using the activities provided by a management team as astarting point. Advantageously, the time duration between milestones canbe less for departments or divisions that later follow such process asorganization specific templates would be already developed and designed.Various embodiments of the present invention can describe datarequirements from three perspectives: demand, supply, and competence.

Advantageously, various embodiments of the present invention providesystems, program product, and related methods to transition and realignan organization structure to meet new business goals and to assignindividuals based on competencies and interests, which can capture dataand calculate workload requirements during organization realignment. Forexample, according to an embodiment of the present invention, a computerreadable medium that is readable by a computer assisting in thetransition and realignment of an existing organization structure into anew organization structure is provided. The computer readable medium caninclude a set of instructions that when executed by a computer thatcause the computer to perform the operations of providing a plurality oforganization analysis web pages associated with an organizationrealignment web site to thereby provide a repository for data developedby a plurality of organization members defining process development teammembers to capture data used to analyze and define functions,activities, tasks, and roles, forming a new organization structure andto provide access to the data by organization member participants duringtransition between an old organization structure to the new organizationstructure to encourage learning, promote a sense of ownership, andencourage full involvement in realigning the organization structure. Theinstructions can also include those to perform the operations ofproviding a plurality of resource determination web pages associatedwith an organization realignment web site to thereby determine aqualified supply of resources available to the new organizationstructure. The resource determination web pages can include at least onerole competency self-evaluation web page form used to evaluateorganization members competency in performing a plurality of rolesidentified to perform associated tasks supporting at least one of aplurality of activities under each respective one of a plurality offunctions. The instructions to also include those to perform theoperation of providing at least one requirements web page associatedwith an organization realignment web site to determine a skills gap anda resource gap between resources demanded by the new organizationstructure and the qualified supply of resources.

According to an embodiment of the present invention, a computer readablemedium can include a set of instructions that, when executed by acomputer, cause the computer to perform the operations of receiving aplurality of activities to support major functions of a new organizationstructure, receiving a listing of a plurality of tasks to accomplish foreach of the plurality of activities and associated roles, anddetermining a total demand on each role based on associated tasks eachrole is responsible for performing across associated functions tothereby define an aggregate resource demand required by the neworganization structure. The operation of determining a total demand caninclude determining a sum of products of time duration to perform eachassociated task and an aggregate frequency of the respective task. Thetime duration of the tasks can be determined using a matrix havingmatrix quantities separately identified for each type of role.

The operations can also include determining a number of qualifiedpersonnel having a required competency available to fulfill each one ofthe plurality of roles to thereby determine a qualified resource supplyavailable to the new organization structure from resources employed bythe existing organization structure. According to an exemplaryconfiguration, in order to determine the required competency and toidentify qualified personnel resources, the operations can includeproviding an online role competency web page form including competencyterm input fields for a user to enter an array of competency levels interms of provable knowledge, demonstrable skills, and exhibited behavioror attitude according to the following achievement levels: learn, use orapply, guide or educate, and innovate or shape. According to theexemplary configuration, the operation of determining a number ofqualified personnel having a required competency available to fulfilleach one of the plurality of roles also includes identifying a number oforganization members for each role having a predetermined competencylevel determined using a learn, use or apply, guide or educate, innovateor shape self-evaluation table to thereby determine the qualifiedresource supply. According to the exemplary configuration, the operationof determining a number of qualified personnel having a requiredcompetency available to fulfill each one of the plurality of rolesfurther includes identifying a number of organization members for eachrole having a predetermined competency level and indicating an interestin the respective role to thereby determine the qualified resourcesupply. This can include identifying resource commitments for eachrespective organization member.

The operations, according to the exemplary embodiment, can furtherinclude determining a skills gap in transitioning to the neworganization structure responsive to the aggregate resource demandrequired by the new organization structure and the qualified resourcesupply available to the new organization structure from resourcesemployed by the existing organization structure, and determining aresource requirement gap for the new organization structure, theresource requirement gap defined as a difference between resourcerequirements and qualified resource supply.

According to an embodiment of the present invention, a computer readablemedium can include a set of instructions that, when executed by acomputer, cause the computer to perform the operations of receiving aplurality of activities to support major functions of a new organizationstructure responsive to user input, receiving a listing of a pluralityof tasks and associated roles to accomplish for each of the plurality ofactivities responsive to user input, calculating a sum of products of atime duration to perform each associated task and an aggregate frequencyof the respective task to determine a total demand on each role based onassociated tasks each role is responsible for performing acrossassociated functions defining an aggregate resource demand, determininga number of qualified personnel having a required competency level andavailability to fulfill each one of the plurality of roles to therebydetermine a qualified resource supply, and determining a skills gap intransitioning to the new organization structure responsive to roleidentification, aggregate resource demand, and qualified resourcesupply, to thereby enhance organization transition planning.

According to an embodiment of the present invention, a computer readablemedium can include a set of instructions that, when executed by acomputer, cause the computer to perform the operation of providing to anorganization member defining a process development team member asuggested activity analysis input web page form associated with aselected one a plurality of activities of a selected one of a pluralityof functions to separately enter a suggested activity analysis for eachselected one of the plurality of activities to thereby assemble activityanalysis suggestion data for each of the plurality of activities underthe selected one of the plurality of functions. Advantageously, thesuggested activity analysis input web page form can have a plurality ofactivity analysis attribute input fields adapted to receive user inputdata indicating a description of a corresponding plurality of activityattributes for a selected one of the plurality of activities responsiveto process development team member input. The instructions can alsoinclude those to perform the operation of alerting online one of aplurality of organization members associated with the selected one ofthe plurality of functions defining a process development representativeof a posting of a respective activity analysis suggestion for theselected one of the plurality of activities responsive to activityanalysis suggestion form submission for the selected one of theplurality of activities.

According to an embodiment of the present invention, a computer readablemedium can include a set of instructions that, when executed by acomputer, cause the computer to perform the operation of providing to anorganization member defining a process development representative afinalize activity analysis input web page form associated with each of aselected one of a plurality of activities of a selected one of aplurality of functions to separately enter a finalized activity analysisfor each selected one of the plurality of activities to thereby post afinalized activity analysis for each of the plurality of activitiesunder the selected one of the plurality of functions. Advantageously,the finalize activity analysis input web page form can have a pluralityof input fields adapted to receive user input data indicating adescription of a corresponding plurality of activity attributes for aselected one of the plurality of activities responsive to a plurality ofsuggested activity analysis by each of a corresponding plurality oforganization members defining process development team members andresponsive to process development representative input. The instructionscan also include those to perform the operation of storing eachfinalized activity analysis in a database accessible to an onlinecommunication network responsive to posting each respective finalizedactivity analysis to thereby allow multi-party access to each finalizedactivity analysis, and those to perform the operation of alerting onlineeach of a preselected plurality of organization members of the postingof each respective finalized activity analysis responsive to the postingof each respective finalized activity analysis to thereby solicitcomment from each of the preselected plurality of organization members.

According to an embodiment of the present invention, a computer readablemedium can include a set of instructions that, when executed by acomputer, cause the computer to perform the operation of providing toeach one of a plurality of organization members (functioning as processdevelopment team members) a suggested task analysis input web page formassociated with a selected one of a plurality of activities of aselected one of a plurality of functions to separately enter one or moretasks for each selected one of the plurality of activities and to assignroles thereto. The suggested task analysis input web page form can havean input field providing for iterative entry of a plurality of tasksassociated with a selected activity defining a suggested task listrequired to perform the selected activity and an input field toassociate at least one role thereto and responsive to processdevelopment team member input can receive one or more tasks andassociated roles. The instructions can also include those to perform theoperation of storing each suggested task list in a database accessibleto an online communication network responsive to posting each respectivesuggested task list to thereby allow access to each suggested taskentered by one of the plurality of process development team members bythe other of the plurality of process development team members, andthose to perform the operation of alerting online the processdevelopment representative of a posting of a suggested task list for theselected one of the plurality of activities to thereby notify theprocess development representative that a new suggested task listanalysis for the selected one of the plurality of activities has beenposted.

According to an embodiment of the present invention, a computer readablemedium can include a set of instructions that, when executed by acomputer, cause the computer to perform the operation of providing to anorganization member defining a process development representative afinalized task analysis input web page form associated with a selectedone of a plurality of activities of a selected one of a plurality offunctions to separately enter a plurality of tasks and to assign rolesfor each selected one of the plurality of activities to thereby receivethe finalized task list for each of the plurality of activities underthe selected one of the plurality of functions. The finalized taskanalysis input web page form can have an input field providing for entryof each task associated with a selected one of the plurality ofactivities and an input field to associate at least one role theretoresponsive to process development representative input. The instructionscan also include those to perform the operations of storing eachfinalized list of tasks in a database accessible to an onlinecommunication network responsive to posting each respective finalizedlist of tasks to thereby allow multi-party access to each finalized tasklist, storing each role for each associated task for the selectedactivity in the database to thereby allow multi-party access to eachrole, and alerting online each of a preselected plurality oforganization members of the posting of each finalized task listresponsive to the posting of each respective finalized task list tothereby solicit comment from each of the preselected plurality oforganization members. The instructions can also include those to performthe operations of associating one or more roles with each of theplurality of tasks for each one of the plurality of activities,providing a role responsibility level input web page form having aninput field providing for entry of a required responsibility levelassociated with each task and role combination, and assigning each taskand role combination a required responsibility level with the roleresponsibility level indicating a role interaction required to completeeach task.

According to an embodiment of the present invention, a computer readablemedium can include a set of instructions that, when executed by acomputer, cause the computer to perform the operations of providing anonline role competency suggestion template form separately associatedwith a separate one of a plurality of roles and having a plurality ofrole competency attribute input fields adapted to receive user inputdata indicating role competency attributes to thereby assemble rolecompetency suggestion data for each selected one of the plurality ofroles associated with the plurality of activities under each respectiveone of a plurality of functions, and providing an online role competencytemplate form having a plurality of role competency input fields adaptedto receive user input data indicating role competency attributes tothereby assemble finalized role competency data to develop an onlinerole competency self-evaluation form for each selected one of theplurality of roles associated with the plurality of activities undereach respective one of the plurality of functions. The instructions canalso include those to perform the operations of compiling the rolecompetency self-evaluation results data responsive to at least one rolecompetency self-evaluation, and providing an online role competencyself-evaluation results report indicating results of theself-evaluation. Advantageously, the online role competency report canhave a plurality of role competency output fields indicatingqualification for and interest in each of the plurality of roles by eachof a plurality of organization members to thereby display a qualifiedresource supply for each of the plurality of roles to support assignmentof organization members to the plurality of roles.

According to an embodiment of the present invention, a computer readablemedium can include a set of instructions that, when executed by acomputer, cause the computer to perform the operations of providing aplurality of organization analysis web pages associated with anorganization realignment web site to capture data developed by aplurality of process development team members. The website can be usedto analyze and define functions, activities, tasks, and roles to form anew organization structure to thereby provide a repository of the dataand to provide access to the data by organization member participantsduring transition development between an old organization structure tothe new organization structure. This can advantageously encouragelearning, promote a sense of ownership, and encourage full involvementin realigning to the new organization structure. The operations alsoinclude providing a plurality of resource determination web pagesassociated with an organization realignment web site to determine aqualified supply of resources available to the new organizationstructure and including at least one role competency self-evaluation webpage form used to evaluate organization members competency in performinga plurality of roles identified to perform associated tasks supportingat least one of a plurality of activities under each respective one of aplurality of functions, and providing one or more requirements web pagesto determine a skills gap describing a difference between aggregaterole-based resource demand required by the new organization structureand qualified supply of resources available to the new organizationstructure from resources employed by the existing organizationstructure, and a resource gap describing a difference betweenpersonnel-based resource requirements of the new organization structureand the qualified supply of resources available to the new organizationstructure from resources employed by the existing organizationstructure.

In order to fulfill such requirements, the operations can also includeassociating one or more roles with each of the plurality of tasks foreach one of the plurality of activities, providing a role responsibilitylevel input web page form having an input field providing for entry of arequired role responsibility level associated with each task and rolecombination and indicating a role interaction required to complete eachrespective task, and assigning each task and role combination a requiredresponsibility level. The operations can further include providing anonline role complexity and time durations web page form to enter timedurations for each of a plurality of categories of complexities for eachtask and role combination. The categories of complexities for each taskand role combination can include categories representing the following:high complexity, medium complexity, and low complexity.

The operation of providing a plurality of organization analysis webpages can include providing an online role competency suggestiontemplate form to a user to separately assemble role competencysuggestion data for each selected one of a plurality of roles associatedwith a plurality of activities under each respective one of a pluralityof functions. The online role competency suggestion template form has aplurality of role competency attribute input fields adapted to receiveuser input data indicating role competency attributes. The operationscan also include providing an online role competency template form to auser to assemble finalized role competency data to thereby separatelydevelop an online role competency self-evaluation form for each selectedone of the plurality of roles associated with the plurality ofactivities under each respective one of the plurality of functions. Theonline role competency template form can have a plurality of rolecompetency input fields adapted to receive user input data indicatingrole competency attributes. The input fields of the online rolecompetency template form provide a plurality of elements editable todescribe an array of competency levels representing provable knowledge,demonstrable skills, and exhibited behavior or attitude according toachievement levels representing learn, use or apply, guide or educate,and innovate or shape, defining competency level self-evaluations tableelements for each respective role. The required competency level isdetermined by analyzing each of the plurality of roles to determinerequired knowledge, skill, and behavior or attitude according to thefollowing achievement levels: learn, use or apply, guide or teach, andinnovate or shape.

According to an embodiment of the present invention, a computer readablemedium can include a set of instructions that, when executed by acomputer, cause the computer to perform the operations of determining aqualified supply of resources available to each separate role of aplurality of roles according to the new organization structureresponsive to data describing results of a role competency evaluationdata for each of a plurality of organization members to define aqualified resource supply available to each role to satisfy the neworganization structure from resources employed by the existingorganization structure. The operation of determining a qualified supplyof resources includes determining a number of qualified personnel havinga required competency available to fulfill each respective role for theplurality of roles.

According to an exemplary configuration, the role competency evaluationis a role competency self-evaluation performed by each of the pluralityof organization members utilizing a role competency self-evaluation formprovided to the user. As such, the operations can also include providingdata to display an online role competency template form having aplurality of role competency input fields, receiving user input dataindicating role competency attributes received through the online rolecompetency suggestion template form to thereby assemble finalized rolecompetency data, and generating an online role competencyself-evaluation form separately for each selected one of the pluralityof roles associated with the plurality of activities supporting eachrespective one of a plurality of organization functions responsive tothe finalized role competency data. The operations can also includeproviding data to display an online role competency suggestion templateform having a plurality of role competency attribute input fields,receiving user input data indicating role competency attributes tothereby assemble role competency suggestion data, and generating anonline role competency self-evaluation form separately for each selectedone of a plurality of roles responsive to the competency suggestion dataresponsive to the role competency suggestion data.

According to the exemplary embodiment, the operations further includedetermining an estimate of a number of work-units required for each roleof the plurality of roles to perform tasks the respective role isresponsible for performing across associated functions according to thenew organization structure, determining an average number of assignablework-units per unit of time for each of the plurality of roles, anddetermining a demand estimate for each role of the plurality of rolesresponsive to data describing the estimated number of work unitsrequired of each respective role to perform the tasks the respectiverole is responsible for performing across associated functions andresponsive to data describing the determined average number ofassignable work-units per unit of time for the respective role. Thedemand estimate for each role is determined in order to determine anestimated number of units of time required for each respective role toperform the tasks the respective role is responsible for performingacross associated functions to thereby determine an aggregate resourcedemand estimate, which defines an aggregate number of resources requiredfor the respective role to perform the tasks the respective role isresponsible for performing across associated functions. The operationsalso include calculating a skills gap in transitioning the existingorganization structure to the new organization structure responsive torole identification data, qualified supply data, and aggregate resourcedemand estimate data, the skills gap defined as a difference between theaggregate resource demand required by the new organization structure andqualified resource supply available to the new organization structurefrom resources employed by the existing organization structure.

The operations can also include providing data to display a demandestimate report form indicating a number of resources required per unitof time for each of the plurality of roles to perform assigned taskswithin activities of each of a plurality of organization functions tosatisfy the new organization structure for the entity undergoing theorganizational realignment, providing data to display a qualifiedresources report form indicating the qualified supply of resources tosatisfy the new organization structure for the entity undergoing theorganizational realignment, and providing data to display skills gapanalysis results to thereby enhance organization transition planning.

The operations include those for building the different forms as part ofdefining the requirements of the new organization structure. In order toaccomplish satisfy such requirements, the operations can, for example,advantageously include providing data to display an online activityanalysis suggestion template form having a plurality of activityanalysis attribute input fields, receiving user input data indicatingactivity analysis attributes, and assembling activity analysissuggestion data separately for each of a plurality of activitiessupporting a plurality of organization functions of the new organizationstructure for the entity undergoing organizational realignment. Theoperations can also include providing data to display an online tasktemplate form having a task input field, and receiving user input dataindicating a task description to thereby assemble a task list separatelyfor each selected one of a plurality of activities supporting aplurality of organization functions of the new organization structure.The operations can further include displaying an online roleresponsibility level template form having a role responsibility levelinput field, receiving user input data indicating a role interactionrequired to complete each task defining a role responsibility level,separately assigning at least one role to each task on the task list foreach selected one of a plurality of activities supporting a plurality oforganization functions of the new organization responsive to user input,and assigning a role responsibility level to each role task combinationneeded to complete the respective task responsive to user input.

According to an embodiment of the present invention, a computer readablemedium can include a set of instructions that, when executed by acomputer, cause the computer to perform the operations of receiving aplurality of activities to support major functions of a new organizationstructure responsive to user input, receiving a listing of a pluralityof tasks to accomplish for each of the plurality of activities andassociated roles responsive to user input, calculating a sum of productsof a time duration to perform each associated task and an aggregatefrequency of the respective task to determine a total demand on eachrespective role based on associated tasks the respective role isresponsible for performing across associated functions defining anaggregate resource demand, determining a number of qualified personnelhaving a required competency level and availability to fulfill therespective role to thereby determine a qualified resource supply, anddetermining a skills gap in transitioning from the existing organizationstructure to the new organization structure responsive to roleidentification, the aggregate resource demand, and the qualifiedresource supply to thereby enhance organization transition planning.

To satisfy such requirements, the operations can include, for example,providing a resource allocation input web page form having a pluralityof resource commitment input fields to identify current projects andobligations for each of the plurality of organization members to therebyreceive a description of availability of each of the plurality oforganization members to determine and allocate required resources, andproviding a qualified resource supply template to thereby display anavailable qualified supply of personnel for each respective one of theplurality of roles, to thereby facilitate determining the qualifiedresource supply. The operations can also include providing an onlinemaster resource allocation table (including current assignment plannedcompletion dates and projected absences) for each of a plurality oforganization members to thereby summarize organization memberavailability, and providing an online assignable man-hour determinationform including a table having a plurality of roles identified asorganization realignment participants related to a plurality ofactivities to thereby determine an average number of assignable hoursper unit of time for each of the plurality of organization realignmentparticipants, to thereby facilitate determining the qualified resourcesupply.

The operations can also include providing a demand estimate template tothereby display demand for each one of the plurality of roles withineach one of the plurality of functions, determining aggregate demand foreach of the plurality of roles to thereby determine the aggregateresource demand, and providing a demand aggregation web page form todisplay the aggregate demand for each one of the plurality of roles tothereby enhance resource development management. The operations canfurther include determining the time duration of the tasks using a tableor matrix having quantities separately identified for each type of role,and for each separate one of the plurality of roles, determining anumber of human resources required to satisfy demand for the respectiverole by executing the following calculation: R=(H/T)/D, wherein R is thetotal number of human resources required, H is the total number of hourstime duration required by the respective role to perform each assignedtask, T is the total average assignable hours per unit of time, and D isa preselected unit of time for which the assigned tasks are to beperformed, to thereby determine the aggregate resource demand.

The operations can also include compiling a demand estimate for each ofthe plurality of roles to provide a demand estimate report formindicating a number of resources required per unit of time for each ofthe plurality of roles to perform assigned tasks within activities ofeach of the plurality of functions. The demand estimate for each of theplurality of roles is performed responsive to an estimated number ofhours required of the respective role to perform assigned tasks withinactivities of the plurality of functions and responsive to a determinedaverage number of assignable hours per unit of time for the respectiverole to determine an estimated number of units of time required for therespective role to perform assigned tasks to thereby determine a numberof resources required for the respective role to perform the assignedtasks.

According to the exemplary configuration, the operations can alsoinclude determining a resource requirement gap for the new organizationstructure, defined as a difference between resource requirements andqualified resource supply. The qualified resource supply determinationused in determining the qualified resource apply for determining theresource requirement can include determining a number of organizationmembers for each role having predetermined competency level dataextracted from a self-evaluation table indicating competency levelcategories of learn, use or apply, guide or educate, innovate or shape,and determining a number of organization members for each role having apredetermined competency level and indicating an interest in therespective role.

The operations can also include forming individual transition plans foreach of a plurality of organization members responsive to determinedorganization resource requirements determined from qualified resourcesupply data from the competency self-evaluation and resourceavailability data from a resource availability evaluation, eachindividual transition plan mapping each one of the plurality oforganization members to a selected role or roles. The operations canalso or alternatively include providing a project initiation requestform to facilitate assignment of accountabilities, providing a projectchange request form including entry fields to request modification of astandard activity to provide for tracking and requiring explanation ofrevisions to project plans and timelines, and providing a masterprojects inventory web page to indicate planned deliverables andidentify accountable personnel for each task.

Various embodiments of the present invention also include programproduct for assisting in the transition and realignment of an existingorganization structure of an entity undergoing organizationalrealignment into a new organization structure. According to an exemplaryembodiment, the program product can include a set of instructions storedin a tangible computer readable medium that when executed by a computer,cause the computer to perform the operations of receiving a plurality ofactivities to support major functions of a new organization structureresponsive to user input, receiving a listing of a plurality of tasks toaccomplish for each of the plurality of activities and associated rolesresponsive to user input, calculating a sum of products of a timeduration to perform each associated task and an aggregate frequency ofthe respective task to determine a total demand on each respective rolebased on associated tasks the respective role is responsible forperforming across associated functions defining an aggregate resourcedemand, determining a number of qualified personnel having a requiredcompetency level and availability to fulfill the respective role tothereby determine a qualified resource supply, and determining a skillsgap in transitioning from the existing organization structure to the neworganization structure responsive to role identification, the aggregateresource demand, and the qualified resource supply to thereby enhanceorganization transition planning.

The operations can also include determining a resource requirement gapfor the new organization structure, the resource requirement gap definedas a difference between resource requirements and qualified resourcesupply. The corresponding qualified resource supply determination caninclude determining a number of organization members for each rolehaving predetermined competency level data extracted from aself-evaluation table indicating competency level categories of learn,use or apply, guide or educate, innovate or shape, and determining anumber of organization members for each role having a predeterminedcompetency level and indicating an interest in the respective role.

According to an exemplary configuration, in order to satisfy suchrequirements, the operations can include providing a resource allocationinput web page form having a plurality of resource commitment inputfields to identify current projects and obligations for each of theplurality of organization members to thereby receive a description ofavailability of each of the plurality of organization members todetermine and allocate required resources, and providing a qualifiedresource supply template to thereby display an available qualifiedsupply of personnel for each respective one of the plurality of roles,to thereby facilitate determining the qualified resource supply. Theoperations can also include providing an online master resourceallocation table (including current assignment planned completion datesand projected absences) for each of a plurality of organization membersto thereby summarize organization member availability, and providing anonline assignable man-hour determination form including a table having aplurality of roles identified as organization realignment participantsrelated to a plurality of activities to thereby determine an averagenumber of assignable hours per unit of time for each of the plurality oforganization realignment participants, to thereby facilitate determiningthe qualified resource supply. The operations can also include providinga demand estimate template to thereby display demand for each one of theplurality of roles within each one of the plurality of functions,determining aggregate demand for each of the plurality of roles tothereby determine the aggregate resource demand, and providing a demandaggregation web page form to display the aggregate demand for each oneof the plurality of roles to thereby enhance resource developmentmanagement.

Advantageously, various embodiments of the present invention provide anorganization with a solution for defining how it can realign anorganization to a new management direction while promoting highinvolvement among employees to reduce resistance to change, usingpre-defined templates (workshop presentations, workshop agendas,workshop hand-outs/exercises), and procedures for greater efficiency,auto-notification upon entry of functions, activities, tasks and rolesin the web-based information system. Various embodiments of the presentinvention can provide a reduction in employee resistance to change andthe time it takes to transition people to new roles, a reduction in timeusing pre-defined templates and procedures as opposed to organizationsstarting from scratch, an avoidance of costs associated with internalcampaigning and employee training as employees are highly involved induring the course of implementation, an avoidance of costs associatedwith having separate systems for workload planning and documentation oforganizational functions, and the benefit from employees learning-inaction.

Advantageously, embodiments of the present invention can use asystematic means of capturing the required data generated by thetransition process including use of a centralized on-line web site toenter and access information generated during the transition and use oftools (i.e., forms, templates, workshops) to support the transitionprocess. Various embodiments of the present invention also incorporate amethodology for developing individual transition plans to improveindividual personal development opportunity and can link to a setcomputer center performance management program. Advantageously,realignment of an organization is dealt with in a structured mannerwhile uniquely combining a number of industry-standard tools which whenused in combination allow for an unconventional analysis of theorganization according to its functions, activities, tasks, roles, andcompetencies. Advantageously, various embodiments of the presentinvention can also use a number of industry-standard tools foridentifying role competencies and for identifying relevant parties intasks and processes, which when combined together and with the use ofsupporting templates and workshops form a systematic means oftransitioning and realigning an existing organization structure into anew organization structure to new business goals and assigningindividuals based on their competencies and interests which overcomedeficiencies in using such tools individually. For example, a modifiedlearn, use, guide, innovate (LUGI) type matrix can be used foridentifying role competencies, and a modified responsible, accountable,consult, inform (RACI) type table can be used for identifying relevantparties in tasks and processes. Organization members are highly involvedin the organization realignment through participating in defining thevarious organizational elements of the organization and can perform aself-evaluation of themselves against the various roles necessary tocomplete various tasks supporting the organization activities andfunctions, which can enhance participant creativity and innovativeness.

Advantageously, various embodiments of the present invention provide abusiness transformation service having increased transparency that canmaximize opportunities for individual and organizational learning andpromote involvement in the change, thus encouraging ownership. To thisend, various embodiments of the present invention can provide a seriesof workshops conducted using pre-defined templates and proceduresprovided by knowledgeable human resources (skilled consultants) whichare utilized to coach and counsel employees in the reorganizationprocess. Advantageously, various embodiments the present invention alsoprovide a lessons learned workshop for receiving feedback from users inorder to provide additional tailoring to meet the needs of theindividual organization and to improve the reorganization process as awhole. Also advantageously, an online process can be provided to receiveinput from the organization personal, which can be scaled to meet theneeds of to any organization. Advantageously, to obtain the benefits oftransparency in a learning organization (i.e., knowledge transfer,self-disciplined, innovation, and prudent risk-taking), thecommunication and interaction efforts of embodiments of the systemaccount for variations in the organization members learning styles,levels of experience and learning rates, understanding, listeningskills, ability to apply what is learned, and unique insight, realizingthat normally only reusable and learnable processes add value to theorganization. As identified above, organization members have differentpreferred learning styles. As such, advantageously the system, programproduct, and methods can ensure key messages are communicated throughmultiple avenues, through different vehicles, and by properly selectedmessengers to increase the likelihood of understanding. Organizationmembers can also have varying levels of experience and may learn had adifferent pace. As such, advantageously, the systems, program product,and methods can provide for active coaching during group and individualdata development. Organization members may not, as intended, have heardor understood information conveyed. As such, advantageously, thesystems, program product, and methods can provide for assessing thesuccess of communication efforts regularly by frequently “checking back”with participants. Adult learning has been found to be vastly enhancedby experiential opportunity. As such, advantageously the systems,program product, and methods can promote hands-on practice and the quickuse of newly acquired skills. Organization members can have differingviews, opinions, and ideas aimed at improving practices. As such,advantageously, the systems, program product, and methods can providefor soliciting feedback formally and informally and promote comment by,and individual accountability of, the participants. Also,advantageously, pervasive through the systems, program product, andmethods is the recognition that to achieve such advantages requiresactive, visible, and focused management sponsorship.

Advantageously, various embodiments of the present invention provide anonline website to capture and report out necessary information as it isbeing developed and provide transparent access to organizationrealignment participants throughout the transition. The online Webtechnology can provide a central repository for information developed byeach process development team and can encourage interested personnel whoare not members of the process development team to “comment” oncontributions using a familiar technical environment. Advantageously,the webpage forms can ensure information is presented uniformly for allfunctions, activities, tasks, roles, and competencies. Alsoadvantageously, according to various embodiments of the presentinvention, the website design provides essential flexibility withfeatures including a pull-down list to which, for example, new roles canbe added to be associated with an activity, RACI codes can be assigned,and LUGI-type self-assessments can be performed. Also advantageously,the website can incorporate automated online notification, e.g., e-mail,to accelerate online review of newly posted data and to ensureappropriate parties are automatically notified when certain updates aremade to the site. Further, advantageously, authorization profiles can beprovided to ensure only preselected representatives enter final versionswhile allowing other members to comment on such versions. Still further,advantageously, the website can provide the ability of the processdevelopment team members to remotely monitor data input via the website,which results in prioritization and steering of follow-up activities.

BRIEF DESCRIPTION OF THE DRAWINGS

So that the manner in which the features and advantages of theinvention, as well as others which will become apparent, may beunderstood in more detail, a more particular description of theinvention briefly summarized above may be had by reference to theembodiments thereof which are illustrated in the appended drawings,which form a part of this specification. It is to be noted, however,that the drawings illustrate only various embodiments of the inventionand are therefore not to be considered limiting of the invention's scopeas it may include other effective embodiments as well.

FIG. 1 is a schematic block diagram of a system to realign anorganization structure according to an embodiment of the presentinvention;

FIG. 2A is a schematic diagram of a process flow illustrating therelationship of processes, functions, activities, tasks, roles, skills,and competencies according to an embodiment of the present invention;

FIG. 2B is a schematic diagram of an organization team structureillustrating functions, activities, tasks and roles defined during thetransition process according to an embodiment of the present invention;

FIG. 3 is a schematic diagram of an exemplary transition planidentifying activities, task requirements, and roles according to anembodiment of the present invention;

FIG. 4 is a schematic diagram of an exemplary transition planillustrating subtasks necessary to perform tasks and an accomplishmenttimeframe according to an embodiment of the present invention;

FIG. 5 is a schematic block diagram of an organization realignmentprogram product according to an embodiment of the present invention;

FIG. 6 is a schematic diagram of an exemplary online functions andactivities template form according to an embodiment of the presentinvention;

FIG. 7 is a screen view of a graphical user interface illustrating anexemplary functions web page according to an embodiment of the presentinvention;

FIG. 8 is a screen view of a graphical user interface illustrating anexemplary functions web page according to an embodiment of the presentinvention;

FIG. 9 is a screen view of a graphical user interface illustrating anexemplary activity analysis suggestion web page form according to anembodiment of the present invention;

FIG. 10 is a screen view of a graphical user interface illustrating anexemplary activity analysis suggestion web page form according to anembodiment of the present invention;

FIG. 11 is a screen view of a graphical user interface illustrating anexemplary activity analysis web page form according to an embodiment ofthe present invention;

FIG. 12 is a screen view of a graphical user interface illustrating anexemplary task-role web page according to an embodiment of the presentinvention;

FIG. 13 is a screen view of a graphical user interface illustrating anexemplary “view all activity analysis suggestions” web page according toan embodiment of the present invention;

FIG. 14 is a screen view of a graphical user interface illustrating anexemplary “write comments” text entry field according to an embodimentof the present invention;

FIG. 15 is a screen view of a graphical user interface illustrating anexemplary functions web page according to an embodiment of the presentinvention;

FIG. 16 is a screen view of a graphical user interface illustrating anexemplary finalized activity analysis web page form according to anembodiment of the present invention;

FIG. 17 is a screen view of a graphical user interface illustrating anexemplary task and role assignments web page form according to anembodiment of the present invention;

FIG. 18 is a screen view of a graphical user interface illustrating anexemplary task entry web page form according to an embodiment of thepresent invention;

FIG. 19 is a screen view of a graphical user interface illustrating anexemplary role responsibility web page form according to an embodimentof the present invention;

FIG. 20 is a screen view of a graphical user interface illustrating anexemplary role complexity and time durations web page form according toan embodiment of the present invention;

FIG. 21 is a screen view of a graphical user interface illustrating anexemplary role complexity and time durations report web page formaccording to an embodiment of the present invention;

FIG. 22 is a screen view of a graphical user interface illustrating anexemplary edit activity web page form according to an embodiment of thepresent invention;

FIG. 23 is a screen view of a graphical user interface illustrating anexemplary a role catalogs web page according to an embodiment of thepresent invention;

FIG. 24 is a screen view of a graphical user interface illustrating anexemplary a role catalogs web page according to an embodiment of thepresent invention;

FIG. 25 is a screen view of a graphical user interface illustrating anexemplary a role catalogs web page according to an embodiment of thepresent invention;

FIG. 26 is a screen view of a graphical user interface illustrating anexemplary role competency self-evaluation web page form according to anembodiment of the present invention;

FIG. 27 is a screen view of a graphical user interface illustrating anexemplary role competency self-evaluation report web page according toan embodiment of the present invention;

FIG. 28 is a screen view of a graphical user interface illustrating anexemplary role competency self-evaluation template web page according toan embodiment of the present invention;

FIG. 29 is a schematic diagram illustrating an exemplary rolecompetency/qualified resource supply report form according to anembodiment of the present invention;

FIG. 30 is a schematic diagram illustrating an exemplary resourcecommitment template form according to an embodiment of the presentinvention;

FIG. 31 is a schematic diagram illustrating an exemplary qualifiedsupply template form according to an embodiment of the presentinvention;

FIG. 32 is a schematic diagram illustrating an exemplary assignableman-hour determination according to an embodiment of the presentinvention;

FIG. 33 is a schematic diagram illustrating an exemplary demand estimatereport template form according to an embodiment of the presentinvention;

FIG. 34 is a schematic diagram illustrating an exemplary aggregatedemand estimate report form according to an embodiment of the presentinvention;

FIG. 35 is a schematic diagram illustrating an exemplary skills gapanalysis template form according to an embodiment of the presentinvention;

FIG. 36 is a schematic block flow diagram of a method of realigning anorganization structure according to an embodiment of the presentinvention;

FIG. 37 is a schematic block flow diagram of a method of realigning anorganization structure according to an embodiment of the presentinvention;

FIG. 38 is a schematic diagram of table illustrating an activityanalysis workshop agenda according to an embodiment of the presentinvention;

FIG. 39 is a schematic diagram illustrating an activity analysisworkshop live exercise template form according to an embodiment of thepresent invention;

FIG. 40 is a schematic diagram illustrating an activity analysisworkshop team exercise template according to an embodiment of thepresent invention;

FIG. 41 is a schematic diagram illustrating an activity analysisworkshop team action items template according to an embodiment of thepresent invention;

FIG. 42 is a schematic block flow diagram of a method of realigning anorganization structure according to an embodiment of the presentinvention;

FIG. 43 is a schematic diagram of table illustrating a task and rolesworkshop agenda according to an embodiment of the present invention;

FIG. 44 is a schematic diagram illustrating a task and roles workshoplive exercise template form according to an embodiment of the presentinvention;

FIG. 45 is a schematic block flow diagram of a method of realigning anorganization structure according to an embodiment of the presentinvention;

FIG. 46 is a schematic diagram of table illustrating a resourceavailability and role man-hours workshop agenda according to anembodiment of the present invention;

FIG. 47 is a schematic diagram illustrating a resource availability androle man-hours workshop live exercise template according to anembodiment of the present invention;

FIG. 48 is a schematic block flow diagram of a method of realigning anorganization structure according to an embodiment of the presentinvention;

FIG. 49 is a schematic diagram of table illustrating a role competencyand activity frequency workshop agenda according to an embodiment of thepresent invention;

FIG. 50 is a schematic diagram illustrating an activityfrequency/complexity exercise template according to an embodiment of thepresent invention;

FIG. 51 is a schematic diagram illustrating an exemplary single-functionactivity frequency/complexity analysis table according to an embodimentof the present invention;

FIG. 52 is a schematic diagram illustrating an exemplary competencyself-evaluation analysis table according to an embodiment of the presentinvention;

FIG. 53 is a schematic diagram illustrating a role competency andactivity frequency workshop live exercise template according to anembodiment of the present invention;

FIG. 54 is a schematic block flow diagram of a method of realigning anorganization structure according to an embodiment of the presentinvention;

FIG. 55 is a schematic diagram of table illustrating a lessons learnedworkshop agenda according to an embodiment of the present invention; and

FIG. 56 is a schematic block flow diagram of a method of realigning anorganization structure according to an embodiment of the presentinvention.

DETAILED DESCRIPTION

The present invention will now be described more fully hereinafter withreference to the accompanying drawings, which illustrate embodiments ofthe invention. This invention may, however, be embodied in manydifferent forms and should not be construed as limited to theillustrated embodiments set forth herein. Rather, these embodiments areprovided so that this disclosure will be thorough and complete, and willfully convey the scope of the invention to those skilled in the art.Like numbers refer to like elements throughout. The prime notation, ifused, indicates similar elements in alternative embodiments.

As illustrated in FIGS. 1-56, embodiments of the present inventionadvantageously can provide a new, comprehensive, and user-friendlyweb/Internet-based system, program product, and methods that automatebusiness functions and activities that occur during organizationrealignment and during organization realignment preparation, as well asprovide various management functions that support organizationrealignment. As will be described in more detail below, major milestonesor goals for developing a plan to transition/realign the organizationaccording to embodiments of the present invention include developing alist of activities with descriptions; developing standard roles for thenew organization structure; developing, e.g., web-based forms to capturedata necessary to form the new organization structure; developing tasksand role descriptions; developing activity level process maps;conducting surveys; identifying resource availability; performingresource planning; finalizing transition team structure; and completinga transition plan by a selected completion date.

FIG. 2A illustrates a process flow showing the relationship ofprocesses, functions, activities, tasks, roles, skills, andcompetencies, an organization includes high-level processes that aremade up of functions. Prior to executing an organizational transitionplan, functions can be defined, e.g., by management, as expectation ofthe general scope of work performed. For each function, a number ofactivities are then identified. To identify roles, each activity can bedrilled down to its respective tasks. At a task level, roles can then beidentified and assigned. Once roles have been identified, definingskills and competencies can follow which can be then used to ultimatelyevaluate organization members. FIG. 2B shows an exemplary organizationteam structure illustrating functions, activities, tasks and rolesdefined during the transition process. Within each group, a number ofroles support the tasks performed as listed under each group. It isimportant to note that a number of roles can cross differentgroups/disciplines.

As perhaps best shown in FIG. 3, a system 30 to realign an organizationstructure can include training organization members to develop thetransition plan through use of deliverables such as that illustrated forperforming the organization transformation which can identify anactivity, the tasks required to complete the activity, and the rolesnecessary to perform the tasks. Advantageously, the system 30 alsoprovide for deliverables such as, for example, the milestones timelineillustrated in FIG. 4 which can further illustrate subtasks necessary toperform tasks and an accomplishment timeframe.

Embodiments of a system 30 can provide an electronic forum that linksconcerned parties and individuals that are participating in anorganization realignment or process. Advantageously, such system 30 canfacilitate organization realignment through an online organizationrealignment website. For example, as perhaps best shown in FIG. 1, anembodiment of the system 30 to realign an organization structure caninclude a computer or computers hosting the online organizationrealignment program website accessible to a computer or othercommunication network 33 to define an organization realignment programserver 35 having a processor 37 and memory 39 coupled to the processor37. Note, the computer/server 35 represents a server or server clusteror server farm in the architecture and is not limited to any individualphysical server. The server site may be deployed as a server farm orserver cluster managed by a serving hosting provider. The number ofservers and their architecture and configuration may be increased basedon usage, demand and capacity requirements for the system 30.

A database 41 having a plurality of data records 43 relating tofunctions, activities supporting the functions, activities under thefunctions, tasks required to complete the activities, and roles toperform the tasks is positioned accessible to the processor 37 of theorganization realignment program server 35 and can be consideredfunctionally part of the memory 39 whether or not physically locatedwithin server housing. A plurality of process development team membercomputers 47 are generally positioned remote from the organizationrealignment program server 35 and accessible to the computer network 33.Each process development team member computer 47 has a processor 49,memory 51 coupled to the processor 49, a display 53 to display datarecords 43 using an associated process development team member computerweb browser, and a user interface 57 to provide a corresponding processdevelopment team member with, for example, online web-based access tosuch data over the computer network 33.

The system 30 can also include a plurality of process development teamrepresentative computers 61. Each such computer 61 can have a processor63, memory 65 coupled to the processor 63, a display 67 to display datausing an associated web browser, and a user interface 68 to provide anassociated process development team representative with onlineweb/Internet-based access to the data records 43 to thereby view andedit organization realignment data to provide final versions of variousorganization transition deliverables. The system 30 can also include aplurality of competency lead representative computers 71. Each suchcomputer 71 can have a processor 73, memory 75 coupled to the processor73, a display 77 to display data using an associated web browser, and auser interface 78 to provide an associated competency leadrepresentative with online web/Internet-based access to the data records43, to thereby view and edit organization realignment data to therebyhelp formulate final versions of competency analysis data.

As shown in FIGS. 1 and 5, the system 30 can also include anorganization realignment program product 81 stored in the memory 39 ofthe organization realignment program server 35 to facilitatereorganization program development over the computer network 33 throughonline access to the data records 43. The organization realignmentprogram product 81 can be in the form of microcode, programs, routines,and symbolic languages that provide a specific set for sets of orderedoperations that control the functioning of the hardware and direct itsoperation, as known and understood by those skilled in the art. Theorganization realignment program product 81, according to an embodimentof the present invention, need not reside in its entirety in volatilememory, but can be selectively loaded, as necessary, according tovarious methodologies as known and understood by those skilled in theart. The organization realignment program product 81 includesinstructions that when executed by the organization realignment programserver 35 and/or other network/networked computers cause such computersto perform various functions to plan and perform organizationrealignment functions including displaying various web page forms. Theorganization realignment program 81, for illustrative purposes, will bedescribed according to the functional operations they perform.

For example, the organization realignment program product 81 can includea training materials manager 83 which can provide data to display aplurality of organization transition workshop briefing templates foreach of a plurality of organization transition workshops, describedlater. A functions former 85 can provide data to display an onlinefunctions and activities template form 87 (FIG. 6) having multiple inputfields and to receive user input data indicating for each separatelyentered function 89 (FIG. 7) a name of the respective function 89 and aname of each corresponding activity 91 (FIG. 8) under each function 89.Once the functions 89 and corresponding activities 91 are entered andpreferably once a process development representative is assigned to eachfunction 89 (described later), organization members can view thefunction and activity data using, for example, the functions web page 92illustrated in FIG. 7 along with a name listing of an assigned/selectedprocess development representative 93.

As shown in FIGS. 8-10, in response to selecting one of the functions 89(FIG. 8), the assigned activities 91 can be displayed in a text outputfield table or section 94 or on a separate activities analysis web page.According to an embodiment of the present invention, by selecting anassociated “suggest analysis” link 95, a user can launch or otherwiseinitiate an activity analysis suggestion former 97 (FIG. 5) which canprovide data to display an online activity analysis suggestion templateform 99 (FIGS. 9 and 10) having a activity analysis attribute inputfields 101 to receive user input data indicating activity analysisattributes to thereby assemble activity analysis suggestion dataseparately for the selected activity 91. The input fields 101 caninclude a description of the activity, a trigger initiating theactivity, a first activity process task that begins the activity 91, alast activity process task that ends the activity 91, at least oneactivity process input, at least one activity process output usually inthe form of a deliverable, supplier of activity process input, andcustomer of activity process output.

Upon completion of entry of an activity analysis suggestion, the user,generally a process development team member or other organization memberinvolved in the organization realignment, can select the suggestactivity analysis button 103 (FIG. 9) to store the activity analysissuggestion in the database 41 (FIG. 1) and to launch, for example, anactivity analysis suggestion entry alert manager 105 (FIG. 5) which canprovide an online alert, e.g., e-mail, pop-up, or other electronicnotification as known to those skilled in the art, notifying the processdevelopment representative associated with the selected function 89 ofthe respective activity analysis suggestion.

As shown in FIGS. 8 and 11, according to an embodiment of the presentinvention, by selecting an associated “display analysis” link 111 (FIG.8) on the functions web page 92, a user can initiate display of afinalized activity analysis web page 113 (FIG. 11) including a finalanalysis provided by, for example, the associated process developmentrepresentative, to thereby view finalized or otherwise agreed uponattributes of the selected activity 91 of the selected function 89.Advantageously, the finalized activity analysis web page 113 can includea view task:role link 115, a view all suggestions link 117, and a writecomments link 119. The view task:role link 115, when selected by theuser, can cause display of a task-role web page 121 (FIG. 12) whichdisplays tasks, roles, and ratings (levels) assigned to the selectedactivity 91 of the selected function 89. The view all suggestions link117, when selected by the user, can cause display of a view allsuggestions web page 123 (FIG. 13). That is, according to an embodimentof the present invention, selection of the view all suggestions link 117can launch an activity analysis suggestion viewer 125 (FIG. 5) todisplay all suggested activity analysis entered by other processdevelopment team members for the selected activity 91 of the selectedfunction 89. The write comments link 119, when selected by the user, canlaunch a finalized activity analysis comments manager 127 (FIG. 5) whichcan cause display of a write comments web page (not shown) or writecomments text entry field 129 (FIG. 14). According to an embodiment ofthe present invention, a finalized activity analysis comments manager127 can allow the user to comment on the final analysis selection, andusing, for example, a send button 131, can initiate sending the writtencomments to the process development representative associated with theselected activity 91 of the selected function 89 or otherselected/preselected organization member.

According to an embodiment of the present invention, an authorizationprofile manager 135 (FIG. 5) is provided to limit access to one or moreof the organization realignment web pages/web page forms responsive to auser's assigned authorization to prevent unauthorized access tosensitive organization data and to ensure organization document accessrequirements are complied with. That is, the authorization profilemanager 135 can advantageously be established to limit final activityanalysis to that of the assigned process development representatives orother preselected organization members while allowing various otherorganization members to view and comment on the final activity analysis,as described above.

As shown in FIG. 15, in response to selecting one of the functions 89shown, for example, in the functions web page 92 (FIG. 7), assignedactivities 91 can be displayed in a text output field table or section94′ or on a separate activities analysis web page having a processdevelopment representative unique set of links. That is, the processdevelopment representative can be provided additional functionality overthat of other organization members provided accesses to the functionsweb page 92. By selecting an associated “finalize analysis” link 141, auser can launch a finalized activity analysis former 143 (FIG. 5) whichcan provide data to display an online finalized activity analysistemplate form 145 (FIG. 16) having finalized activity analysis attributeinput fields 147 to receive user input data indicating activity analysisattributes selected by the process development representative associatedwith the selected activity 91 to thereby assemble finalized activityanalysis data separately for the selected activity 91. The finalizedactivity analysis template form 145 can also include input fields 151 toenter activity frequencies for a plurality of preselected complexitycategories including, for example, including the categories ofdifficult, normal, and easy. The frequency can be defined as the numberof times in a year and activity will be performed. The category ofdifficult and provide a raw score or percentage of the frequencyconsidered difficult or highly complex. The category of normal canprovide a raw score or percentage of the frequency considered of mediumcomplexity. The category of easy can provide a raw score or percentageof the frequency considered easy or of low complexity. The finalizedactivity analysis template form 145 can also include output fields 153to display any previously entered numbers. Further, a submit button 155can allow storage of the selected frequencies without posting thefinalized activity analysis.

Upon completion of entry of the finalized activity analysis, the usercan select the finalize activity analysis button 157 to store thefinalized activity analysis in the database 41 and to launch, forexample, a finalized activity analysis entry alert manager 159 (FIG. 5)which can provide an online alert, e.g., e-mail, notifying eachpreselected organization member, e.g., the process development teammembers, of the respective finalized activity in response to the formsubmission. By selecting an associated “display analysis” link 111 (FIG.15) on the functions web page 92, the process development representativecan display the finalized activity analysis web page 113 (see, e.g.,FIG. 11) to thereby view the finalized analysis.

According to an embodiment of the present invention, by selecting anassociated “add tasks” link 161 on the functions web page 92 (FIG. 15),the associated process development representatives can initiate displayof a task and role assignments web page 163 (FIG. 17) having a role taskassignment table 164 which can include an add task link 165, new rolelink 167, edit complex link 169, delete link 171, reload table link 173,and dataview page link 175. The add new task link 165 can allow a userto launch a task former 181 (FIG. 5) to display an online task entrytemplate form 183 (FIG. 18) having a task input field 185 and to receiveuser input data from the associated process development representativeindicating a task description to thereby add a task 191 to the selectedactivity 91 to assemble a list of tasks 191 such as, for example, thatshown in the task-role web page 121 (FIG. 12), to the task and roleassignments web page 163 (FIG. 17), and/or to the role complexity andtime durations report web page form 209 (FIG. 21). Similarly, the addnew role link 167 can allow a user to launch a role task former 193(FIG. 5) to display an online role responsibility template/web page form195 (FIG. 19) having rate/responsibility level input fields 197, e.g.,accountable, responsible, consult, and inform role rating input fields,and an add new role link 199 to associate a role 201, e.g., selectablefrom a drop-down menu, and a role rating or level 203 with a selectedtask 191 forming a role-task combination to receive user input data fromthe associated process development representative indicating a roleinteraction required to complete the selected task 191 of the selectedactivity 91.

As shown in FIG. 17, through selection of the edit complex link 169, therole task former 193 (FIG. 5) can also cause the user computer todisplay a role complexity and time durations template form 205 (FIG. 20)having complexity input fields 207 which can allow the user to assign atime duration for each corresponding complexity category, e.g., high,medium, and low, to a preselected responsibility level. That is, forexample, as illustrated in FIG. 20, the user can assign a time durationfor high, medium, and low complexity scenarios for, e.g., the“responsible” role 201 of the selected task 191 of the selected activity91. The delete link 171 can allow the user to delete a task and rolecombination. The reload table link 173 can allow the user torefresh/reload the role task assignment table 164 and to save theentered data. A dataview page link 175 is provided to allow the user todisplay a finalized task role combination deliverable for a selectedactivity 91 such as, for example, the table 209 illustrated in FIG. 21.

Further, according to an embodiment of the present invention, uponcompletion entering or editing table items, either through the reloadtable link 173, home page link 211 or other input field (not shown), theuser can store the role assignment data in the database 41 and launch atask and role entry alert manager 213 (FIG. 5) to alert each preselectedorganization members, e.g., preferably everyone in the affecteddivision, to review the respective finalized tasks and assigned roles. Aviewer 215 (FIG. 5) can also be provided to display each of a pluralityof task and role assignment suggestions posted by a process developmentteam member to thereby enhance comment formulation. A comment manager217 (FIG. 5) can cause display of an online comment form or templatesuch as, for example, one similar to that shown FIG. 14 and to receiveuser input data indicating a comment on an agreed-upon version of thetasks 191 and assigned roles 201 and to provide online notification ofthe comment to the process development representative associated withthe user selected activity 91.

According to an embodiment of the present invention, by selecting anassociated “edit activity” link 219 on the functions web page 92 (FIG.15), the associated process development representatives can initiatedisplay of an edit activity template form 221 (FIG. 22). The editactivity template form 221 can have a sequence number input field 223 toallow entry of a desired sequence number to change the activity sequenceof that shown in the sequence number column 225 (FIG. 15), an activityinput field 227 to edit the name of the selected activity 91, and anedit this activity button 229 to store the changes to the selectedactivity 91.

According to an embodiment of the present invention, in response toselecting a role competency link 231 on the functions web page 92 (see,e.g., FIG. 7, 8, or 15), depending upon the assigned role authorizationof the respective user, a user can display a role catalogs web page 233(FIG. 23) to thereby display each of the plurality of defined roles 201.Further, as shown in FIG. 24, by selecting one of the roles 201, theuser can display a list or table 235 of associated activities 91 for theselected role 201. As shown in FIG. 25, by selecting one of theactivities 91, the user can display a list or table 237 of tasks 191assigned the selected activity 91. A symbol indicating an associatedrole rating 203 such as, for example, “R” for responsible, “A” foraccountable, “C” for consulting, and/or “I” for informing, can beprovided next to the task or tasks 191 to provide ready reference of theassociation of the selected role 201 to the task 191. This symbol can beprovided in a different color such as, for example, red, to aid the userin visually identifying the role rating 203 from the text of the task191.

The list or table 237 can also be provided which can include a role namehyperlink or other input field 239, selectable by the user to launch orotherwise initiate a role competency suggestion former 241 (FIG. 5). Therole competency suggestion former 241 can cause the display of an onlinerole competency suggestion template form defining a self-evaluation form243 (FIG. 26) having role competency attribute input fields 297′ and toreceive user input data indicating role competency attributes, tothereby assemble role competency suggestion data separately for theselected role 201. The self-evaluation form 243 allows the user todefine the competency level of each role in terms of, for example,provable knowledge, demonstratable skills, and exhibited behavior byachievement level, e.g.: learn (stage 1), use/apply (stage 2),guide/educate (stage 3), and innovate/shape (stage 4). Correspondingly,according to an embodiment of the present invention, the self-evaluationform 243 can include knowledge, skills, and behavior rows 245, 247, 249,in conjunction with learn (stage 1), use/apply (stage 2), guide/educate(stage 3), and innovate/shape (stage 4) columns 251, 253, 255, 257,forming a table or matrix. The self-evaluation form 243 can also includea role name output field 259 indicating the role to be self-evaluated,an “are you interested” input field 260 to allow a user performing aself-evaluation to indicate interest in the role 201, and multiple inputfields 261, 263, 265, 267, corresponding with the achievement levelcolumns 251, 253, 255, 257, to allow a user to indicate results of aself-evaluation.

Upon completion of entry of the self-evaluation form 243, the user, byselecting the “OK” button 269 or other suitable input field can, forexample, store the self-evaluation data in the database 41 and canlaunch a competency analysis suggestion entry alert manager 271 (FIG. 5)which can provide an online alert, e.g., e-mail, notifying a competencylead representative, a process development team representative, or otherassigned organization members of the self-evaluation data entry.

According to an embodiment of the present invention, by selecting a “seeyour rankings” link 281 (FIG. 23) on, for example, the role catalogs webpage 233, the user can initiate display of the user's rankings of theroles 201. That is, in response to selection of the link 281, a roleself-evaluation report web page 283 (FIG. 27) can be displayed. The webpage 283 can include a role names column 285 indicating each of theroles 201, an indication of interest column 287 indicating the interestof the user in the role 201, and development stage indication column 289indicating the self-evaluation results for each of the roles 201. Theweb page 283 can also include an index number link column 291, whichaccording to an embodiment of the present invention, when selected bythe user, can initiate display of the self-evaluation form 243 (FIG. 26)for the selected role 201. Upon display of the web page form 243, theuser can then modify the rankings or indication of interest, as desired.

According to an embodiment of the present invention, the authorizationprofiles, described previously, provide preselected organization memberssuch as, for example, the competency lead representatives and/or processdevelopment representatives additional functionality including theability to finalize the description of the evaluation criteria in therole self-evaluations. As with other organization members, the rolecompetency link 231 on the functions web page 92 (see, e.g., FIG. 7, 8,or 15), for example, can provide a link to display the role catalogs webpage 233 (FIG. 23) to thereby display each of the plurality of definedroles 201. Further, the user can select one of the roles 201 (FIG. 24),and then select one of the activities 91 to display a list or table 237of tasks 191 (FIG. 25) assigned the selected activity 91, as describedpreviously. The competency lead representative and/or processdevelopment representative, however, upon selecting the role namehyperlink 239, can, for example, instead launch a role competency former293 (FIG. 5) to display an online role competency template form 295(FIG. 28) having a matrix of self-evaluation input fields 297 and amatrix of input buttons, e.g., “OK” buttons 299 to receive user inputdata indicating role competency attributes to thereby assemble finalizedrole competency data to develop the online role competencyself-evaluation template form 243 separately for each selected one ofthe roles 201.

By selecting a “see your staff ranking” link 301, transition teamowners, other members of the management team, or other authorizedmembers can display the self-evaluation results for a related group oforganization members in accordance with their assigned authorizationprofile which is generally linked with their respective organizationcode. For example, an administrator can display the self-evaluationresults of the organization members under the administrator's respectivedivisions. Also, for example, a manager can display the self-evaluationresults of the organization members under the manager's organizationcode.

Selection of the link 301 can launch a role competency report former 303(FIG. 5) to assemble role competency self-evaluation results dataresponsive to the selection and responsive to the existence of at leastone role competency self-evaluation, and can initiate display of anonline role competency report form 305 (FIG. 29) having role competencyoutput fields 307, 309, indicating qualification for and interest in,respectively, each of the roles 201 by each associated organizationmember to thereby display a qualified potential resource supply 311 foreach of the roles 201 to support the assignment of the namedorganization members to the roles 201.

According to an embodiment of the present invention, the organizationrealignment program product 81 can further include functionality toanalyze the qualified potential resource supply against organizationmembers' availability to determine a demand resulting from theorganization realignment and to determine any gap in the skills requiredto effectively institute the realignment. For example, a resourcecommitment manager 321 (FIG. 5) can display a resource commitmenttemplate form 323 (FIG. 30) listing the resource commitments of each ofthe organization's members and/or a master resource allocation table tothereby summarize availability of each organization member based oncurrent assignment planned completion dates and scheduled absences. Aqualified resource supply determiner 331 (FIG. 5) can determine aqualified supply of resources responsive to the role competencyself-evaluation of each of the organization members and can display aweb page form such as, for example, template 333 (FIG. 31) indicatingthe qualified supply of resources manually or automatically entered intorespective qualified supply fields 335. An assignable hours determiner341 (FIG. 5) can display an online assignable man-hour determinationform such as, for example, the major participants man-hours templateform 343 shown in FIG. 32 which can be organized to form a table havingroles 201 identified as participants related to activities 91 to therebydetermine an average number of assignable hours per day for each of thelisted participants and to provide cumulative totals thereof.Advantageously, to enhance understanding, the form 343 can be configuredto be role/participant-based and not related to specific projects orinitiatives.

A demand estimate determiner 351 (FIG. 5) can be provided to compile ademand estimate for each of the plurality of roles 201 and to display ademand estimate report template form 353 (FIG. 33) which can show thedemand on each role 201 within each function 89. That is, the demandestimate report template form 353 can indicate a number of resourcesrequired per day for each of the plurality of roles 201 to performassigned tasks within activities of each of the functions. The demandestimate determination/calculation can use an estimated number of hoursrequired of each role 201 to perform assigned tasks 191 withinactivities 91 of each of the functions 89. The total number of hours isthen divided by a determined average number of assignable hours per day,e.g., 5.4 hours, for each of the roles 201 to determine an estimatednumber of days 355 required for each role 201 to perform activities 91separately under each one of the functions 89. The workload is thenextended across a predetermined time period, e.g., 52 weeks, todetermine the number of required resources 357 (demand estimate). Note,these calculations can be performed and entered either automatically ormanually. The demand estimate determiner 351 can also compile anaggregate demand estimate for each of the roles 201 and display anaggregate demand estimate report form 361 (FIG. 34) indicating a totalaggregate demand 363 in days for each role 201 and an aggregate numberof required resources (total demand) 365 per day for each of the roles201.

A skills gap analysis template former 371 (FIG. 5) can initiate displayof skills gap analysis results data in response to role identificationdata, the demand estimate data, and the qualified supply data, tothereby enhance organization transition planning. The skills gapanalysis provides or otherwise identifies a skills gap resulting fromtransition to the new organization. Stated more concisely, the basicformula is as follows:

Skills Gap=Aggregate Demand−Qualified Supply.

As described above, the aggregate demand represents the total demand ona role (required resources) based on all the tasks the role isresponsible for performing across all functions and activities. Theindividual demand on a role is calculated by multiplying the time ittakes (time duration) to perform a task the role is “responsible” forwith the number of times (frequency) that the task takes place over apreselected time period, e.g., 52 weeks. According to this embodiment ofthe present invention, if the time duration of the tasks is calculatedon an hourly unit of measure, the calculation is converted into daysusing a matrix of factors in the type of role. The number of availablehours to perform the role is factored in as it can vary due to the typeof role. For example, the role of “group lead” may have less time todedicate to projects due to additional administrative responsibilitiescompared to that of other organization members such as, for example, abusiness analyst. An exemplary template or form 343 for determining theaverage number of assignable hours per day for different types of roleswas described with respect to FIG. 32. An exemplary template or form 353for determining the estimated demand for each role per function wasdescribed with respect to FIG. 33. An exemplary template or form 361 fordetermining aggregate demand for each role across all functions wasdescribed with respect to FIG. 34. The qualified supply represents thenumber of qualified people available to fulfill the role. An exemplaryqualified supply template or form 333 for presenting the qualifiedsupply estimates was described with respect to FIG. 31. An exemplarycompetency template or form 305 for determining the qualified resourcesupply for each role was described with respect to FIG. 29. An exemplarytemplate or form 373 for calculating or otherwise determining the skillsgap analysis for an organization is shown in FIG. 35.

As shown in FIG. 5, according to an embodiment of the present invention,the organization realignment program product 81 can also include atraining materials manager 381 to display a plurality of organizationtransition workshop briefing templates for one or more, e.g., five,organization transition workshops. The organization transition workshopsallow the organization to communicate information to selectedorganization members defining process development team members andinvolve the process development team members in performing tasks whichcan function to avert anxiety associated with organization changeresulting from the realignment, to encourage learning, to promote asense of ownership, and to encourage full involvement in realigning theorganization structure. The organization transition workshops can alsoinclude training materials that allow organization members to define thevarious organization elements such as, for example, functions,activities, tasks, roles, and role competencies in the organization.

The organization realignment program product 81 can also include atransition plan manager 383 and a project manager 385. The transitionplan manager 383 can display data indicating individual transition plansfor each selected organization member which are developed in response tothe analysis of the organization resource requirements and resourceavailability data from the resource availability evaluation and inresponse to organization member and supervisory input, with eachindividual transition plan mapping one of the organization members to aselected role or roles. The competency self-evaluations can inform or beinput into individual (personal) development plans developed in concertwith, e.g., competency leads and/or other management, to provide abaseline for the personal development plans to thereby support theassignment of members to roles. Also, the competency self-evaluationscan be used to guide the individual development plans to ensure that theassigned roles are directed toward their interests and strengths. Theindividual development plans provide a track record of the roles whichan individual has fulfilled and future roles in which they would like tomove. For each role that is specified, the knowledge, skills, andbehavior required can form the basis to develop an individual. Thisdevelopment plan can form a personal record and remain with theindividuals throughout their career. Further, identified as qualified toassume a role, an individual transition plan can also be developed basedupon availability beyond current assignments to support personaldevelopment plans aimed at closing the skills gap. The individualtransition plan can provide details on actual movements of theindividuals between roles. That is, information such as actual dates,locations, authorizations, etc., required to transition an individual toa new role can be contained in the individual transition plan.

The project manager 385 can display a project initiation request form tofacilitate assignment of accountabilities and a project change requestto request modification of a standard activity such as, tasks, roles,workload, which can function to track revisions to project plans andtimelines, and which can require explanation thereof. The projectmanager 385 can include or be linked with a master projects inventorymanager 387 to can initiate display of a master projects inventory tothereby indicate planned deliverables and identify accountableorganization members for each task. According to an embodiment of thepresent invention, the master project inventory is updatable duringongoing operations in response to project initiation and change requestsonly to minimize version confusion and to provide centralized control ofchanges.

As shown in FIGS. 1-56, embodiments of the present invention includemethods of realigning an organization structure. For example, accordingto an embodiment of a method of realigning an organization structure,one or more, e.g. five, organization realignment workshops are employedwhich can provide an effective means of communicating information to theaffected organization members as well as getting them involved inperforming tasks. This can advantageously avert the anxiety of theuninformed, encourage learning, promote a sense of ownership, andpresent a possibly unique cultural experience of full involvement. Eachworkshop can generally include an agenda, a presentation, experiential(learning-in-action) exercise, and post-workshop individual and teamassignments to quickly apply the newly acquired knowledge and skills touse in forming the roadmap for the organization realignment. To promoteownership, each affected organization member is preferably involved inall five workshops and in the development of the activities, tasks,roles, and competencies that will exist within the new organizationstructure. The optimal range of organization members, however, isapproximately 10-15. Additionally, the active participation and visiblesponsorship of management at each workshop can be a crucial element infocusing organization members on an intense and demanding set ofactivities provided in each of the workshops, described below.

According to an embodiment of the present invention, FIGS. 36, 37, 42,45, 48, 54, and 56, illustrate the high-level steps involved in theworkshops along with prerequisite and post-workshop activities/tasks. Asshown in FIG. 36, prior to presentation of the first workshop and as atrigger to the process, an organization management team determines aneed to realign an existing organization structure to a new organizationstructure (block 401). In response, the management team develops andlater refines and monitors formation and implementation of a transitionplan (block 403). The management team further defines major functions 89and activities 91 (block 405) and enters the functions 89 and activities91 online (block 407) to be used in developing tasks 191, defining andassigning roles 201, defining skills and competencies which can be usedto evaluate organization members and to determine a gap in skills whichmust be filled to transit for current organization structure to the neworganization structure. The defined functions 89 and identifiedactivities 91 can be stored in a database, e.g., database 41, accessibleto an online communication network 33 to allow access by preselectedorganization members include process development team members.

As shown in FIGS. 37 and 38, according to an embodiment of the presentinvention, the first workshop is an activities analysis workshop whichcan function to inform the process development team members of keyelements and timelines for execution of reorganization of theorganization structure to define a transition plan and to provide to theprocess development team members background information for the majorfunctions 89 defined for the new organization structure to therebyformulate the activities 91 supporting the functions 89. The workshopcan also function as a tool to train each of the process developmentteam members to analyze each activity 91 and, in response to therespective activity analysis, to formulate tasks 191 to thereby supporteach activity 91. Specially trained facilitators defining transitionteam members can access online presentation templates, modify thetemplates, schedule the activity analysis workshop (block 411), and thenconduct the activity analysis workshop.

Through presentation and discussion, the transition team can launch thetransition process by informing the process development team members ofkey elements and timelines for execution of the transition plan, therebyproviding a background on the major functions defined by the managementteam and communicating involvement of process development team membersin completing tasks and deadlines (block 413). The presentation slidescan include agenda items such as, for example, a description of thepurpose of the workshops, major objectives, the current organizationstructure, the future organization structure, the effect on any otherorganization charts, the transition project plan, and a discussion ofprocesses, functions, activities, and tasks, and exercises to beconducted during the workshop with an emphasis on teamwork. Through alive activity analysis exercise (block 415), the transition team canfurther educate the process development team members in how to analyzeactivities 91 to yield tasks 191 to thereby teach activity analysis tobe implemented on each activity 91 of the each assigned or selectedfunction 89.

FIG. 39 illustrates an exemplary live exercise template for the activityanalysis workshop according to an embodiment of the present invention.The process development team members are first provided an activityanalysis form to perform a trial activity analysis of a preselectedactivity. The process development team members separately perform theactivity analysis. The process development team members are then formedinto working groups each having, for example, three or four members. Theprocess development team members then compare each activity analysiswithin each separate working group to form a final group activityanalysis version for each of the working groups. Each group presentseach final group activity analysis version to the other processdevelopment team members of each other working group. One of the finalgroup activity analysis versions is then selected to use to determine alist of tasks for the preselected activity. The process development teammembers in their respective groups or in a different group arrangementthen form a list of tasks, compare the tasks within the groups to form afinal group task list version, and present each respective final grouptask list version to the other process development team members of eachother working group.

The process development team members are then grouped or otherwiseformed into multiple process development teams responsible for analyzingactivities 91 within each function 89 (block 417), with each team memberassigned to one or more of the process development teams. This step canbe accomplished by requesting each process team member to self-nominateto contribute to two or more of the functions 89 based on interest andexperience or skill in the respective functions 89. Specifically, asshown in FIG. 40 illustrating a process development team exercisetemplate, according to an embodiment of the present invention, this canbe accomplished by providing to each of the process development teammembers a list of the functions 89 and activities 91 (FIG. 6),requesting each of the process development team members self-select atleast two of the functions 89, and in response to an uneven selection offunctions 89, reassigning the process development team members to one ormore other of the functions 89 to balance group numbers. These groups,assigned to the functions 89, form process development teams to analyzethe functions 89. Each process development team can cover one or morefunctions 89 depending upon the major/scope of the functions 89. A mainobjective, however, is to provide an even distribution of functions 89across all process development teams to ensure the workloads manageable.

The teams are then requested to gather together and name or otherwiseidentify a single point of contact to arrange meetings, facilitatediscussion, and post final decisions to a finalized activity analysisweb page or template form 145 (FIG. 16). A competency leadrepresentative (described later) can also be identified. Oncedetermined, the names or identity of the process development teammembers and representatives are stored. Additionally, the processdevelopment teams are requested to perform an activity analysis of atleast one activity (block 419) under their respective functions 89 andto present the results. The analysis can be performed and documented(block 421) utilizing, for example, an online suggested activityanalysis web page template form 99 (FIG. 9), which can include fieldsfor entering a description of the activity, an activity trigger, anactivity terminator, a purpose of the activity, inputs, outputs, andaffected suppliers and customers. The assignments are then finalized(block 423), post workshop agenda items are reviewed (FIG. 41), and thetransition team members request and receive feedback, ideas, concerns,or suggestions on the various aspects of the transition plan (block425).

According to an embodiment of the method, each process development teammember analyzes activities assigned to them from the functions assignedto their respective process development team or teams. To ensure no biasin defining each activity, however, each team member is recommended toprovide their analysis for all of the activities in the functionsassigned to their process development team or teams. Additionally, eachteam member can provide an analysis on the other activities outside ofthe functions assigned to their team. This would typically be the casewhere a team member is knowledgeable about other activities.

As shown in the exemplary post-activity analysis workshop action itemtemplate illustrated in FIG. 41, each process development team membercan perform an activity analysis on both individual and final teamversions, e.g., refine, simplify, consolidate, streamline, to add and/oreliminate each activity 91 in their assigned function or functions 89(block 431). As described above, the analysis can then be entered andstored online utilizing the activity analysis suggestion template form99 (FIG. 9) configured to answer the following questions: What is abrief but complete description of the Activity? What triggers it? Whatis the first step (Task) that begins the Activity? What is the last step(Task) that ends the Activity? What inputs (documents, other sources ofdata) does the Activity require? Who supplies this input? What output(usually in the form of deliverables) does the Activity yield? Whois/are the customer(s) of the output(s)? Advantageously, the results ofperforming the activity analysis can be two fold. Firstly, the list ofactivities 91 under each function 89 can be revised. Secondly, for eachactivity 91, there can be a detailed analysis following the questions.FIG. 10 illustrates an exemplary online report output from the system30.

An online alert, e.g., e-mail, can be provided to notify the processdevelopment representatives of each posting of a suggested activityanalysis for each activity 91 under the assigned function or functions89. Additionally, such e-mails can be sent to everyone in theorganization in response to the process development representativesentering their finalized activity analysis. The process developmentrepresentatives can schedule and conduct meetings with their processdevelopment team members (block 433) to compare the suggested analysisto produce a final analysis result (block 435). The step can beadvantageous as it not only enhances knowledge transfer but results inthe avoidance of “group-think” whereby one member's idea dominates theteam's thinking, stifling its creativity and destroying “ownership.”

Each process development team member also drafts a list of tasks 191under each activity 91 (block 437) through, for example, the formsillustrated in FIGS. 15 and 17. The process development representativescan also schedule and conduct meetings with their process developmentteam members (block 439) to compare the tasks to produce a final list oftasks for each activity 91 (block 441). As described above, the finalanalysis can then be entered and stored online (block 443) utilizing,for example, the online finalized activity analysis template form 145(FIG. 16), described previously. An online alert, e.g., e-mail, is thenautomatically provided in response to the posting to notify organizationmembers, e.g., everyone in the organization, of the posting, to therebyprovide such members the opportunity to comment on the agreed-upon finalversions of the activity descriptions as well as view each processdevelopment team member's original contribution. The variousorganization members can be provided a limited time such as, forexample, 24 to 48 hours, to provide comment (block 445) under a protocolsuch that no comment is considered an agreement. Providing such alimited time period to respond can advantageously promote a sense ofurgency and enhance response rates.

In response to the comments by the other organization members, theprocess development representatives can call the entire processdevelopment team together to consider such received comments. Theprocess development representatives then finalize the activitydescriptions, reviewing and either incorporating or rejecting comments(block 447). The process development team members then fill-in andsubmit a resource allocation form (block 449) including, for example,the following data: the name of the process development representative,the name of the process development team member, and the name of theassigned activity. Other resource allocation forms can include, forexample, the resource commitment template form 323 (FIG. 30) and/or amaster resource allocation table, or other suitable form adapted toreceive input to individually or collectively list the resourcecommitments of the organization's members, to thereby summarizeavailability of each organization member based on, e.g., currentassignment planned completion dates and scheduled absences. The processdevelopment team members then draft project plans for each function 89(block 451). Business analysts who are generally process developmentteam members or transition team members can additionally perform aquality check on the activity analysis for each of, or for a sample of,the activities 91.

As shown in FIGS. 42 and 43, according to an embodiment of the presentinvention, the second workshop is a task and roles workshop which canfunction to train each of the process development team members toformulate tasks 191 and roles 201 for each of the activities 91supporting the functions 89 of the new organization structure to enableidentification of competencies and skill sets required to complete eachof the activities 91. The transition team members access onlinepresentation templates, modify the templates, schedule the task androles workshop (block 461), and then conduct the workshop. Throughpresentation and discussion the transition team members can firstprovide the process development team members workshop objectives (FIG.43) and recap current accomplishments, providing context andconceptually preparing the process development team members for the nextrequired steps (block 463). The transition team members then demonstrate“drilling down” a sample activity to the task level. That is, thetransition team members identify and sequentially list tasks 191required to complete a sample activity procedure (block 465) based, forexample, on the first and last tasks defined in the activity analysisnormally performed after the activity analysis workshop. The transitionteam members also determine roles 201 required to perform each task 191(block 467), and identify role interactions required to perform eachtask 191 (block 469), expressing the sample activity as a process mapusing, e.g., the exemplary live exercise template form (FIG. 44).Advantageously, this provides a step-by-step roadmap for an end-to-endbusiness process for the sample activity, to thereby train each of theprocess development team members to develop tasks 191 for each of theactivities 91.

A role 201 is generally defined as a set of skills defining a positionsuch as, for example, change management specialist, graphic designer,database administrator, rather than a “job” or “specific person” thatwould fill the role. Note, although some tasks 191 may have more thanone role 201 responsible and more than one role 201 may be consultedand/or informed of the progress and results of the task 191, generallyto ensure accountability, only one role (assigned organization member)should be accountable for the completion of the task 191. The tasks 201can be stated to enable identification of competencies and skill setsrequired to successfully complete the activity 91. These competenciesand skill sets can be divided into technical and interpersonal. Forexample, technical examples include knowledge and skills in the use ofMS PowerPoint, MS Word, MS project, and Documentum. Interpersonalexamples include meeting facilitation and presentation skills. Suchcompetencies and skills can be attributable to either an assignedactivity lead or other assigned organization members. In addition, theactivity lead typically requires project management, leadership,analytical, and negotiation skills. The transition team members can alsodemonstrate use of an online task and role assignments web page (block471) such as web page 163 (FIG. 17) having a role task assignment table164 which can include an add task link 165 to add new tasks 191, a newrole link 167 to associate roles 201 to tasks 191, and an edit complexlink 169 to assign a time duration for each corresponding complexitycategory, e.g., high, medium, and low. The transition team can alsodemonstrate procedures for determining roles 201 involved in each of theactivities 91 and how the roles 201 relate to each other (block 473).

The process development team members are then requested to develop alisting of roles 201 for each of the activities 91 (block 475) and toenter the roles online (block 477). The process development team membersthen develop the tasks 191 with associated roles 201 (block 479),entering the roles 201 online in association with related tasks 191(block 481) using, for example, the web pages and/or templates 163, 183,195, 205 (FIGS. 17-20). The roles 201 and tasks 191 can be stored in adatabase 41 to allow online access. Role ratings or responsibilitylevels 203 (FIG. 19) such as, for example, responsible, accountable,consulting, and/or informing, can be assigned to the roles 201 (see,e.g., FIG. 44). According to the illustrated embodiment of the presentinvention, an accountable role 201 is defined as that filled by a personwho “owns” the action, i.e., one who must see to it that it is done. Toensure accountability, only one person should be assigned such role 201for a given task 191. A responsible role is defined as that filled by amember or by members who actually “do the work.” Several members can dothe work. A consult or consulting role is defined as that filled by amember or by members who must be involved in an action or decisionbefore the action is taken or the decision made. An inform or informingrole is defined as that filled by a member or by members who need to benotified generally after the action or decision is made.

According to an embodiment of the present invention, as with thesuggested activity analysis, the process development representatives canbe provided an online alert indicating posting of the task-rolecombinations for each activity 91 under the assigned function orfunctions 89. The process development representatives can schedule andconduct meetings with their process development team members to producea final task-role combination for each task-role combination. The finaltask-role combination analysis can be entered and stored onlineutilizing, for example, the web pages and/or templates 163, 183, 195,205 (FIGS. 17-20).

An online alert, e.g., e-mail, etc., can also be automatically providedin response to the posting, for example, to notify everyone in theorganization of the posting to thereby provide such members theopportunity to comment on the final versions of the tasks 191 and roles201, or in an alternative embodiment, also after the entry of eachindividual task. According to an embodiment of the present invention,the organization members can also view each process development teammember's original contribution. Regardless, the various organizationmembers again can be provided a limited time such as, for example, 24 to48 hours, to provide comment to thereby enhance response rate, responsequantity, and response quality.

In response to receiving the comments from the other organizationmembers (block 483), the process development representatives can callthe process development team together to consider such receivedcomments. The process development representatives then finalize the task191 and role 201 descriptions, reviewing and incorporating or rejectingcomments (block 485), and enter the revisions online. Business analystswho are generally process development team members or transition teammembers can then perform a quality check on the tasks and roles.

As shown in FIGS. 45 and 46, according to an embodiment of the presentinvention, the third workshop is a resource availability and roleman-hours workshop which can function to train each of the processdevelopment team members to use the listing of tasks 191 and roles 201to estimate a hands-on workload effort for each of the roles 201, ratherthan how long it may take on a calendar to complete, and to aid inestimating the total workload requirement for the new organizationstructure. The transition team members can access online presentationtemplates, modify the templates, schedule the resource availability androle man-hours workshop (block 501), and then conduct the workshop.Through presentation and discussion the transition team members canprovide the process development team members workshop objectives (FIG.46), recap current accomplishments, provide a context, and conceptuallyprepare the process development team members to analyze the tasks 191and roles 201 for competency, e.g., knowledge, skills, and behavior orattitude according to preselected achievement levels, e.g., learn, use,guide, and innovate. The presentation and discussion can also educatethe process development team members on how to use the information fromthe tasks 191 and roles 201 to determine resource availability, topreview how the information being contributed will be used in the nextphase, and to compile, review and analyze the tasks 191 and roles 201,to thereby determine required man-hours and required competencies, tocorresponding estimate workload and the workload required by theorganization as a result of the analysis.

The transition team members, through the presentation and discussion,can provide an agenda (block 503) including the organization, guidingprinciples, review of present accomplishments, and description of nextrequired steps, to thereby continue to promote learning, practice highinvolvement, increase transparency, and encourage ownership, to addvalue and to keep the members informed, reduce stress, and provide alasting value to the organization by making the process repeatable andscalable. The presentation should also include a showing of activemanagement sponsorship in view of balanced priorities.

As perhaps best shown in the exemplary live exercise template form (FIG.47), a live exercise can be provided to educate the process developmentteam members to estimate a hands-on workload effort required by eachrole 201 identified as having an “R” code or “responsible”responsibility level with consideration to low, medium, and highcomplexities (block 505). The process development team members can beeducated, based on their individual and collective experience, on how toestimate the quantity of hands-on time a reasonably competentpractitioner of the each role 201 would required to complete his/herinvolvement in an associated task 191. Advantageously, this can furtheraid in standardizing the roles 201 (block 507).

The process development team members complete the role responsibilityanalysis on each role 201. Such analysis can be performed by using, forexample, a role responsibility web page form, such as web page form 195(FIG. 19), to identify the role 201 as having a role responsibilitylevel or code, e.g., responsible, accountable, consult, or inform (block509), and by using an online role complexity and time durations web pageform, such as web page form 205 (FIG. 20), to enter time durations foreach complexity category, e.g., high, medium, and low (block 511).According to an embodiment of the present invention, a one-week hiatusmay be required for data cleanup, i.e., standardizing the tasks 191 ineach of the activities 91, for example, assuring there is only one “A”role code or “accountable” responsibility level for each task 191,reviewing the workloads suggested, and standardizing roles 201 acrossall functions 89. FIG. 21 illustrates an example list of tasks, roles,assigned responsibility codes, and determined time durations in high,medium, and low complexities where the role is “responsible,” whichadvantageously can be used for such transition planning.

The process development team members are also requested to determinecurrent obligations and projected absences to thereby determine orotherwise self-evaluate their respective availability (block 513). Thiscan be accomplished using, for example, an online resource commitment(current projects and obligations) web page, e.g., web page template 323(FIG. 30) or functionally similar web page form, to identify currentprojects and obligations for each of the plurality of processdevelopment team members. An online master resource allocation table(not shown) including current assignment planned completion dates andprojected absences can additionally or alternatively be provided tosummarize process development team member availability. Upon completion,and preferably before beginning the next workshop, the transition teammembers should perform a quality check on the role man-hours andresource availability data. Note, as a result of analyzing complexity,described below, a template or form for entering an activity complexityfrequencies such as, for example, activity frequency input fields tableor template 153 shown in the online finalized activity analysis templateform 145 (FIG. 16), can additionally be provided for the processdevelopment team members or process development representatives to enteractivity complexity frequencies for predefined activity frequencycategories including, for example, difficult, normal, and easycomplexity categories.

As shown in FIGS. 48 and 49, according to an embodiment of the presentinvention, the fourth workshop is a role competencies and activityfrequency workshop which can function to train each of the processdevelopment team members to identify activity frequencies andcomplexities and to define a competency for each role 201 using learn,use, guide, and innovate (LUGI) concepts in conjunction with knowledge,skills, and behavior (KSB) concepts, to thereby develop rolecompetencies. The transition team members can access online presentationtemplates, modify the templates, and schedule the role competencies andactivity frequency workshop (block 521), and then conduct the workshop.Through presentation and discussion the transition team members providethe process development team members workshop objectives (FIG. 49),recap current accomplishments, provide context, and conceptually preparethe process development team members to determine role competencies. Thetransition team members can use the presentation and/or discussion tostress the importance of developing role competencies, educating them onthe fact that doing so provides them the opportunity to provide the roledescriptions in their specialized area and the opportunity to definelevels of competency in a given role 201 to measure against.

As shown in block 523, according to an embodiment of the presentinvention, using, for example, an activity frequency/complexity templatesuch as that shown in FIG. 50, the process development team members canbe educated in how to determine the frequency of an activity broken downinto, e.g., difficult, normal, and easy complexities. The frequencycolumn, the sum of the difficult, normal, and easy categories, canprovide the number of times in a selected time period, e.g., one year,an activity will be performed. The difficult column can provide theportion of the cases that will be considered difficult or highcomplexity. The normal column can provide the portion of the cases thatwill be considered a medium complexity. The easy column can provide theportion of the cases that will be considered easy or low complexity. Inmost cases, the frequency will be higher for a normal complexitycompared to difficult and easy complexities. Through discussion anddialogue, the process development team members can reach a consensus onthe likeliest frequency each activity 91 will occur in a predeterminedtime period, e.g., 52 weeks (block 525), as shown in the exemplarysingle-function activity frequency analysis table illustrated in FIG.51.

Using, for example, an example LUGI/KSB table illustrated in FIG. 52 andan exemplary live exercise LUGI/KSB template form 393 illustrated inFIG. 53, a live exercise can be provided (block 527) to educate theprocess development team members to define skills sets for each role 201using the concepts previewed in the resource availability and man-hoursworkshop. The process development team members can then, using theLUGI/KSB template form 393, define learn, use or apply, guide oreducate, and innovate or shape achievement levels to define each rolescompetency in terms of provable knowledge, demonstrable skills, andexhibited behavior by achievement level.

After the final versions of the competency levels tables are achievedpreferably using the workshop process of individual contribution andcollective agreement (block 529), described previously, the processdevelopment representatives can access an online self-evaluation formsuch as, for example, the role competency template form 295 (FIG. 28),to enter the learn, use, guide, and innovate information for each of theroles 201 (block 531). The process development team members are thenasked to perform a self-evaluation against the learn, use, guide,innovate, knowledge, skill, behavior information (block 533), forexample, using a competency level table/template (self-evaluation) form243 such as that illustrated in FIG. 26. Advantageously, the competencylevel self-evaluation form 243 can allow for ready selection, forexample, of one of four stages to allow for quick standardizedevaluations and provide organization members an opportunity to indicateinterest in the role 201. If interest is indicated, the organizationmember can be added to the potential resource supply pool for theparticular role 201. Correspondingly, the self-evaluations canadvantageously be used to provide a baseline for personal developmentplans and support assignment of members to the roles 201. That is,identified as qualified to assume a role 201, individual transitionplans can be developed based on organization member availability beyondcurrent assignments to support personal development plans which can beimplemented to close skills gaps. Advantageously, results of theself-evaluations indicating competency level and interest can be viewedusing, for example, an online role competency report form 305 (FIG. 29).

Upon completion, and preferably before beginning the next workshop, thetransition team members should then perform a quality check on the rolecompetencies and activity frequencies. Note, according to an embodimentof the present invention, to relieve the workload on the processdevelopment representatives, a process development competency lead (ormentor) can be selected for each process development team to perform thefunction of producing and entering online the final versions of thecompetency table information. The competency leads are highlyknowledgeable in their competency and can provide guidance to the teamspecialists who are required to demonstrate their particular competencyin their respective roles. Note also, as organization members develop orimprove their skills, their respective “stage” competency rating canprogress from the first stage to the fourth stage.

As shown in FIGS. 54 and 55, according to an embodiment of the presentinvention, the fifth workshop is a lessons learned workshop which canfunction to train each of the process development team members toacquire and understand insights of the process development team membersto thereby improve the organization realignment process based uponshared observations of the participants.

As with the previously described workshops, the transition team memberscan access online presentation templates (not shown), modify thetemplates, and schedule the lessons learned workshop (block 541), andthen conduct the workshop (block 543). Through presentation anddiscussion the transition team members can provide the processdevelopment team members workshop objectives (FIG. 55), recap currentaccomplishments, and prepare selected organization members to finalizethe transition process, to thereby develop individual transition plansto transition organization members out of current obligations and into arespective new role or roles needed to perform a newly identified task.The transition team members can use the presentation and/or discussionto stress the importance of providing feedback to be used to improvereorganization of other sections, divisions, or related companies, andwhere practical, to modify the process, tools, and system 30. Thelessons learned are then documented (block 545) for compilation by thetransition team members and for review by management. Further,continuously through use of the online website, the transition teammembers can remotely monitor data input to thereby prioritize and directfollow-up activities.

According to an implementation of an embodiment of the presentinvention, lessons learned obtained after the activity analysis workshopincluded: the need to ensure greater focus is given to explaining theexpectations of the work required when assigned to a process developmentmember team, the need to emphasize the importance of facilitation whenmeeting in groups, the need to state that it is “ok” to not haveinformation on all activities when meeting in groups otherwise a lot oftime may be wasted on creative writing, and the need to performindividual analysis before meetings. Lessons learned obtained after thetask and roles analysis workshop included the need to present the bigpicture of how tasks and roles feed into LUGI/KSB tables and workloadplanning The lessons learned obtained after the resource availabilityand role man-hours workshop included the need to specify whether elapsedtime is used in determining time durations. The lessons learned obtainedafter the role competencies and activity frequency workshop included anacknowledgment of the benefit of rotating team members when havingmeetings to define the LUGI/KSB information. Other general lessonslearned included the need to have a facilitator in group meetings whodoes not belong to the process development team, the need to use simplewords rather than acronyms, the need to begin workshops by providingfeedback from the previous workshop, and an acknowledgment of thebenefit of meeting in teams for brainstorming.

As shown in FIG. 56, according to an embodiment of the presentinvention, the results of the online web page forms provide data forcalculating a skills gap in transitioning to the new organizationstructure with the skills gap being defined as the difference betweenthe aggregate demand and qualified supply, described previously. Thatis, a method of realigning an organization structure can includedetermining a total demand on each role 201 based on associated tasks191 each role 201 is responsible for performing across all associatedfunctions 89 and activities 91, to thereby define an aggregate demand(block 561). The individual demand on a role 201 can be calculated bymultiplying the time it takes (time duration) to perform a task 191 itis “responsible” for with the number times (frequency) that the task 191takes place over a preselected time period, e.g., 52 weeks. The sum ofeach such time duration-frequency product for each associated task 191provides the aggregate demand for the role 201.

The demand estimate report template form 353 shown in FIG. 33illustrates an the exemplary template for estimating demand on each role201 within each function 89. The demand calculation uses the number ofhours required of each role 201 to perform assigned tasks 191 within theactivities 91 of each function 89. The total number of hours is thendivided by the assignable hours in a day for the role 201, e.g., 5.4hours, to be converted into the number of days demand 355 for the role201. In response to the calculation of the number of days demand 355,the workload is then distributed across the example 52-week time periodto determine the number of resources required. The aggregate demandestimate report form 361 shown in FIG. 34 illustrates a template forpresenting the demand aggregation for each role 201. The aggregation ismade for each role 201 based on the workload demand in each function 89illustrated in FIG. 33. Note, according to the illustrated embodiment,the time duration of the tasks 191 are based on an hourly unit ofmeasure. Correspondingly, according to the preferred embodiment of thepresent invention, the value can be converted to days using, e.g., atable or matrix that factors in the type of role 201 such as, forexample, the major participants man-hours template form 343 illustratedin FIG. 32. The following calculation can be executed or otherwiseemployed to determine demand on each of the roles 201 to therebydetermine a number of human resources required:

R=(H/T)/D;

where R is the total number of human resources required, H is the totalnumber of hours required by each role 201 to perform each assigned task191, T is the total average assignable hours per unit of time, e.g., 5.4hours per day, and D is a preselected unit of time to perform the tasks191, e.g., 52 weeks.

The method also includes determining a number of qualified personnelhaving a required competency available to fulfill each one of the roles201 to thereby determine a qualified resource supply (block 563). Anestimate for the qualified supply can be calculated using, for example,the qualified supply template 333 illustrated in FIG. 31. A rolecompetency report form 305 illustrated in FIG. 29 can also be provided.The role competency report form 305 can advantageously include indiciaof both interest and competency of evaluated organization members inperforming the roles 201. The method further includes determining askills gap in transitioning to the new organization (block 565). Anexemplary template for performing a skills gap analysis for anorganization, i.e., calculating the difference between the aggregateresource demand and qualified resource supply, is illustrated in FIG.35.

This data, along with resource commitment data, such as, for example,that illustrated in FIG. 30, can be used to determine resourcerequirements (block 567) defining a resource requirements gap. Theresource requirement gap can be filled via internal training, externalrecruitment, or both. Where skills do not exist or are not availableinternally, external recruitment may be necessary. Resource requirementsidentified for an organization are founded based on the skills gapanalysis. In mapping roles 201 to qualified supply, a managementdecision can be made to transition appropriate personnel to fulfill theroles 201. This can provide an impetus for developing individualtransition plans to ensure a smooth transition out of the currentobligations and into the new role. Individual transition plans can bedeveloped (block 569) as part of the implementation process of thetransition plan. Supporting data for determining internal resourcerequirements can be based on resource commitment data such as, forexample, that illustrated in FIG. 30 and role competency data such as,for example, that illustrated in FIG. 29 which is derived from thecompetency self-evaluations. As an extension to the individualtransition plans, personal development plans can also be formed orotherwise incorporated (block 571), which can be based on the differentstages of competencies of the organization members in respective roles201.

According to an embodiment of the present invention, having analyzed thenew organization structure, having determined a skills gap between thatrequired for the new organization structure as a function of aggregatedemand and qualified supply and the determined resource requirements forthe new organization structure as a function of qualified resourcesupply developed from the self-evaluation results and resourceavailability, management can initiate a recruitment process whichincludes implementation of the individual transition plans. Further,organization members implement the transition plan to the neworganization structure using the developed activity level process maps.

It is important to note that while the foregoing embodiments of thepresent invention have been described in the context of a fullyfunctional system and process, those skilled in the art will appreciatethat the mechanism of at least portions of the present invention and/oraspects thereof are capable of being distributed in the form of acomputer readable medium in a variety of forms storing a set ofinstructions for execution on a processor, processors, or the like, andthat embodiments of the present invention apply equally regardless ofthe particular type of media used to actually carry out thedistribution. Examples of the computer readable media include, but arenot limited to: nonvolatile, hard-coded type media such as read onlymemories (ROMs), CD-ROMs, and DVD-ROMs, or erasable, electricallyprogrammable read only memories (EEPROMs), recordable type media such asfloppy disks, hard disk drives, CD-R/RWs, DVD-RAMs, DVD-R/RWs,DVD+R/RWs, HD-DVDs, memory sticks, mini disks, laser disks, Blu-raydisks, flash drives, and other newer types of memories, and certaintypes of transmission type media such as, for example, digital andanalog communication links capable of storing the set of instructions.

As shown in FIGS. 1-56, embodiments of the present invention alsoinclude a computer readable medium that is readable by a computer torealign an organization structure. For example, according to anembodiment of the present invention, a computer readable medium includesa set of instructions that, when executed by a computer, such as, forexample, server 35, cause the computer to perform the operation ofproviding a plurality of organization analysis web pages or otherelectronic forms associated with an organization realignment web site tocapture data used to analyze and define functions 89, activities 91,tasks 191, and roles 201, forming a new organization structure developedby a plurality of organization members defining process development teammembers to thereby provide a repository of such data, and to provideaccess to the data by organization member participants during transitiondevelopment between the old organization structure to the neworganization structure to encourage learning, promote a sense ofownership, and encourage full involvement in realigning to the neworganization structure. The instructions also include those to performthe operations of providing a plurality of resource determination webpages or other electronic forms associated with an organizationrealignment web site to determine a qualified supply of resourcesavailable to the new organization structure. The resource determinationweb pages or forms include at least one role competency self-evaluationweb page form used to evaluate organization members competency inperforming roles 201 identified to perform associated tasks 191supporting activities 91 under each respective one of a plurality offunctions 89. The instructions also include those to perform theoperation of and providing at least one requirements web page or otherelectronic form associated with the organization realignment web site todetermine a skills gap and a resource gap between resources demanded bythe new organization structure and the qualified supply of resources.

More particularly, according to an embodiment of the present invention,a computer readable medium includes a set of instructions that, whenexecuted by a computer, cause the computer to perform the operations ofproviding an online functions and activities template form such as form87 (FIG. 6) having multiple input fields to receive user input dataindicating a name of each function 89 according to a new organizationstructure and a name of each of one or more activities 91 under eachfunction 89, and storing the functions 89 and activities 91 in adatabase, e.g., database 41, accessible to an online communicationnetwork 33 to allow access by a plurality organization members definingof process development team members. The instructions can also includethose to perform the operation of providing a suggested activityanalysis input web page form 99 accessible to the process developmentteam members to separately enter a suggested activity analysis for eachselected activity 91 associated with a selected function or functions89, allowing for the assembly of activity analysis suggestion data foreach of the activities 91 under the selected function or functions 89.The suggested activity analysis input web page form 99 has activityanalysis attribute input fields adapted to receive user input dataindicating a description of the activity attributes for a selectedactivity 91. The instructions can also include those to perform theoperation of alerting online a process development representativeassociated with the selected function 89 of a posting of a respectiveactivity analysis suggestion for the selected activity in response toactivity analysis suggestion form submission.

According to an embodiment of the present invention, the instructionscan include those to perform the operations of providing a finalizeactivity analysis input web page form 145 (FIG. 16) accessible to theprocess development representatives to separately enter a finalizedactivity analysis for each selected activity 91 of a selected function89 to post a finalized activity analysis for each activity 91. Similarto the suggested activity analysis input web page form 99, the finalizeactivity analysis input web page form 145 has input fields adapted toreceive user input data indicating a description of activity attributesfor a selected activity 91. The input fields can include a descriptionof the activity, a trigger initiating the activity, a first activityprocess task that begins the activity, a last activity process task thatends the activity, at least one activity process input, at least oneactivity process output, supplier of activity process input, andcustomer of activity process output. The finalize activity analysisinput web page form 145 can also include input fields to enter activityfrequencies for preselected complexity categories representing, forexample, the categories of difficult, normal, and easy. Both thefinalize activity analysis input web page form 145 and the suggestedactivity analysis input web page form 99 can be in the form of atemplate as known to those skilled in the art, which when related to aspecific selected activity 91 provides received data to a data recordassociated with that selected activity 91.

Advantageously, the process development representative can reviewsuggested activity analysis using a web page form such as, for example,the view all suggestions web page 123 (FIG. 13) to help formulate thefinalized activity analysis. The instructions can also include theoperations of storing each finalized activity analysis in database 41 inresponse to posting each finalized activity analysis to thereby allowmulti-party access to each finalized activity analysis, and alertingonline each preselected organization member of the posting of eachrespective finalized activity analysis to solicit comment and thus,enhance development of the finalized activity analysis. The instructionscan further include those to perform the operation of providing afinalized activity analysis web page 113 (FIG. 11) including a finalanalysis provided by the associated process development representative,and a write comments web page (not shown) or write comments text entryfield 129 (FIG. 14). In response to the notification, a user such as,for example, the process development team members or other interestedorganization members, can initiate display of a finalized activityanalysis web page 113 to view the finalized or otherwise agreed uponattributes of the selected activity 91, can initiate display of the viewall suggestions web page 123 to review suggested activity analysisentered by other process development team members, and can initiatedisplay of the write comments text entry field 129. The associatedprocess development representative can again be provided access thefinalize activity analysis input web page form 145 to revise thefinalized analysis for that activity 91 in response to the commentsdirected to a particular activity 91.

According to an embodiment of the present invention, the instructionscan include those to perform the operations of providing to each processdevelopment team members a suggested task analysis input web page formsimilar to the task and role assignments web page 163 (FIG. 17) to enterone or more tasks 191 separately for each associated activity 91 and toassign roles 201 thereto. The suggested task analysis input web pageform can have an input field or fields providing for separate entry ofmultiple tasks associated with a selected activity 91 to form asuggested task list required to perform the selected activity 91 and aninput field or fields to associate at least one role 201 thereto. Theinstructions can also include those to perform the operations of storingeach suggested task list in a database 41 accessible to the onlinecommunication network 33 in response to the posting of each respectivesuggested task list to thereby allow access to each suggested taskentered by each one of the process development team members by the otherof the plurality of process development team members, and alertingonline the process development representative associated with theselected activity 91 of a posting of a suggested task list to therebynotify the process development representative that a new (updated)suggested task list analysis for the selected activity 91 has beenposted.

According to an embodiment of the present invention, the instructionscan include those to perform the operation of providing to each processdevelopment representative a finalized task analysis input web page formsimilar to the task and role assignments web page 163 (FIG. 17) toseparately enter one or more tasks 191 and to assign roles 201 to thetasks 191 for each selected activity 91 to thereby receive a finalizedtask list for the activity 91 such is that shown in FIG. 12, 17, or 21.The instructions can also include those to perform the operation ofstoring each finalized list of tasks 191 and each role 201 for eachassociated task 191 for the selected activity 91 in the database 41 inresponse to posting each respective finalized list of tasks to therebyallow multi-party access to each finalized task list and to each role201. Similar to the suggested task analysis input web page form, thefinalized task analysis input web page form can have an input field orfields providing for entry of each task 191 associated with a selectedactivity 91 and an input field or fields to associate at least one role201 thereto. Both the suggested task analysis input web page form andthe finalized task analysis input web page form can be in the form of atemplate, as known to those skilled in the art, which when related to aspecific selected activity 91 provides received data to a data recordassociated with that selected activity 91. Further, the instructions canalso include those to perform the operations of providing an online taskentry template form, e.g., web page form 183 (FIG. 18) in response toselection of an associated field or link to enter a task 191, andproviding a similar web page form (not shown) in response to selectionof an associated field or link to associate one or more roles 201 witheach of the tasks 191.

According to an embodiment of the present invention, the instructionscan include those to perform the operation of providing a roleresponsibility level input web page form, e.g., template form 195 (FIG.19), having an input field or fields 197, e.g., accountable,responsible, consult, and inform, providing for entry of a requiredresponsibility level associated with each task and role combination andindicating a role interaction required to complete each task, and caninclude those to perform the operation of assigning each task and rolecombination a required responsibility level. The instructions can alsoinclude those to perform the operation of providing an online rolecomplexity and time durations web page form, e.g., template form 205(FIG. 20) having complexity input fields 207 to receive and to assign atime duration for each corresponding complexity category, e.g., high,medium, and low, to a preselected responsibility level. According to anembodiment of the present invention, the instructions can furtherinclude those to perform the operation of alerting online eachpreselected affected or otherwise interested organization member of theposting of each finalized task list in response to the posting of eachrespective finalized task list to thereby solicit comment from thepreselected organization members, the operation of providing an onlinecomment form (not shown) including an input field to receive user inputdata indicating a comment directed to at least one version of a tasklist and assigned roles, the operation of providing data to display eachsuggested task list posted by the process development team members tothereby enhance comment formulation, and the operation of providing tothe process development representative associated with the selectedactivity 91 online notification of each comment directed to anassociated task list and assigned roles in response to comment postingby each respective organization member.

According to an embodiment of the present invention, the instructionscan include those to perform the operation of providing an online rolecompetency suggestion template form similar to self-evaluation web pageform 243 (FIG. 26) having role competency attribute input fields adaptedto receive user input data indicating role competency attributes tothereby separately assemble role competency suggestion data for eachselected role 201, and those to perform the operation of providing anonline role competency template form 295 (FIG. 28) having rolecompetency input fields adapted to receive user input data indicatingrole competency attributes to thereby assemble finalized role competencydata to develop a separate online role competency self-evaluation formfor each selected role 201. The plurality of input fields 297 of theonline role competency template form 295 can provide elements editableto describe an array of competency levels representing provableknowledge, demonstratable skills, and exhibited behavior or attitudeaccording to achievement levels representing the following: learn, useor apply, guide or educate, and innovate or shape, defining competencylevel self-evaluations table elements for each respective role 201.Correspondingly, the required competency level can be determined byanalyzing each of the roles 201 to determine required knowledge, skill,and behavior or attitude according to the following achievement levels:learn, use or apply, guide or teach, and innovate or shape. Such data isused to form a final version of the self-evaluation web page form 243for each role 201 to be used to perform a separate self-evaluation byeach process development team member and/or other organization members.

The instructions can also include those to perform the operation ofproviding the online role competency self-evaluation web page form 243including achievement evaluation selection input fields 261, 263, 265,267, to indicate a self-evaluated competency level and a role interestinput field 260 to enter an indication of interest in the role underself-evaluation. The instructions can further include those to performthe operations of compiling the role competency self-evaluation resultsdata in response to at least one role competency self-evaluation, andproviding an online role competency self-evaluation results report,e.g., role self-evaluation report web page 283 (FIG. 27), indicatingresults of the self-evaluation. The online role competency report canhave a plurality of role competency output fields indicatingqualification for and interest in each of the roles 201 by each of theprocess development team members and/or other organization members tothereby display a qualified resource supply for each of the roles 201 tosupport assignment of organization members to the roles 201.

According to an embodiment of the present invention, a computer readablemedium can include instructions that when executed by a computer,perform the operations of receiving a plurality of activities 91 tosupport major functions 89 of a new organization structure in responseto user input, and receiving a listing of a plurality of tasks 191 andassociated roles 201 to accomplish for each of the activities 91 also inresponse to user input. The instructions also include those to performthe operation of calculating a sum of products of a time duration toperform each associated task 191 and an aggregate frequency of therespective task 191 to determine a total demand on each role 201 basedon associated tasks 191 each role 201 is responsible for performingacross associated functions 89 defining an aggregate resource demand,the operation of determining a number of qualified personnel having arequired competency level and availability to fulfill each one of theplurality of roles to thereby determine a qualified resource supply, anddetermining a skills gap in transitioning to the new organizationstructure in response to role identification, aggregate resource demand,and qualified resource supply, to thereby enhance organizationtransition planning.

The instructions to perform the operation of determining the qualifiedresource supply can include those to perform the operation of providinga resource allocation input web page form, e.g., resource commitmenttemplate form 323 (FIG. 30), having a plurality of resource commitmentinput fields to identify current projects and obligations for each ofthe plurality of organization members to thereby receive a descriptionof availability of each of the organization members and/or perform theoperation of providing a master resource allocation table (not shown)including current assignment planned completion dates and projectedabsences to thereby summarize availability of each organization memberbased on current assignment planned completion dates and scheduledabsences to determine and allocate required resources. The instructionscan include those to perform the operation of providing a qualifiedresource supply template, e.g., the role competency report form 305(FIG. 29) and/or qualified supply template 333 (FIG. 31), to therebydisplay an available qualified supply of personnel for each respectiveone of the roles 201. The instructions can also include those to performthe operation of providing online assignable man-hour determinationform, e.g., form 343 (FIG. 32), including a table having roles 201identified as organization realignment participants related toactivities 91 to thereby determine an average number of assignable hoursper day for each of the organization realignment participants and/orother organization members.

According to an embodiment of the present invention, the instructions toperform the operation of determining an aggregate resource demand canfurther cause the computer to perform the operations of providing ademand estimate template web page, e.g., demand estimate report templateform 353 (FIG. 33), to display demand for each one of the roles 201within the each one of the functions 89, determining aggregate demandfor each of the roles 201, and providing a demand aggregation web pageform, e.g., aggregate demand estimate report form 361 (FIG. 34), todisplay aggregate demand for each one of the roles 201, to therebyenhance resource development management. The instructions to perform theoperation of determining an aggregate resource demand further cause thecomputer to perform the operations of determining demand on each one ofthe roles 201 within each one of the functions 89 including calculatingthe number of human resources required as a factor of the total numberof hours required by each role 201 to perform each assigned task 191divided by the total average assignable hours per unit of time and apreselected unit of time to perform the tasks 191, and determining thetime duration of the tasks 191 using a table or matrix having quantitiesseparately identified for each type of role 201, such as those shown intable 209 (FIG. 21). The instructions can also or alternatively includethose to perform the operation of compiling the demand estimate for eachof the roles 201 to provide the demand estimate report form 353indicating a number of resources required per day for each of the roles201 to perform assigned tasks 191 within activities 91 of each of thefunctions 89 in response to the estimated number of hours required ofeach role 201 to perform assigned tasks 191 within activities 91 of eachof the functions 89 and the determined average number of assignablehours per day for each of the roles 201. The operations can also includedetermining an estimated number of days required for each role 201 toperform assigned tasks 191 within each activity 91 to thereby determinethe demand estimate defining a number of resources required for eachrole 201 to perform activities 91 of each one of the functions 89.

According to an embodiment of the present invention, the instructionscan also include those to perform the operations of determining aresource requirement gap for the new organization defined as adifference between resource requirements and qualified resource supply.The qualified resource supply determination, for example, can includethe operation of determining a number of organization members for eachrole 201 having predetermined competency level data extracted from aself-evaluation table, e.g., self-evaluation form 243 (FIG. 26)indicating competency level categories of learn, use or apply, guide oreducate, innovate or shape and determining a number of organizationmembers for each role 201 having a predetermined competency level andindicating an interest in the respective role 201. The operations canalso include forming individual transition plans for each organizationmember which can map each one of the organization members to a selectedrole or roles 201 in response to determined organization resourcerequirements determined from qualified resource supply data from thecompetency self-evaluation and resource availability data from aresource availability evaluation.

According to an embodiment of the present invention, the instructionscan also include those to perform the operations of providing a projectinitiation request form (not shown) to facilitate assignment ofaccountabilities, providing a project change request form (not shown)including entry fields to request modification of a standard activity toprovide for tracking and requiring explanation of revisions to projectplans and timelines, and providing a master projects inventory web page(not shown) to display indicate planned deliverables and identifyaccountable personnel for each task 191.

Embodiments of the present invention also include a computer memoryelement containing, stored in signal bearing media, a databasecontaining data in computer readable format. For example, according toan embodiment of the present invention, a database, e.g., database 41,can include data indicating a plurality of functions 89 for a neworganization structure, data indicating a separate plurality ofactivities 91 associated with and supporting each one of the pluralityof functions 89 of the new organization structure, data indicating aseparate listing of a plurality of tasks 191 and associated roles 201for each one of the plurality of activities 91, data indicating a totaldemand on each role 201 based on associated tasks 191 each role 201 isresponsible for performing across associated functions 89 defining anaggregate resource demand, data indicating a number of qualifiedpersonnel having a required competency level and available to fulfilleach one of the plurality of roles 201 indicating a qualified resourcesupply, and data indicating a skills gap in transitioning to the neworganization structure. Note, according to an embodiment of presentinvention, the data indicating a plurality of activities 91 can indicatea finalized activity analysis for each of the plurality of activities91, and/or the data indicating a plurality of tasks 191 and associatedroles 201 can indicate a finalized list of tasks 191 for each of theplurality of activities 91 along with at least one role 201 for eachassociated task 191.

According to various embodiments of the present invention, the database41 can include various combinations of data such as, for example, dataindicating a separate plurality of role competency attributes for eachof the roles 201, and data indicating user interest in each of the roles201 by each of a plurality of organization members. The database 41 caninclude data indicating a plurality of role competency attributesincluding data to describe an array of competency levels representing,e.g., provable knowledge, demonstratable skills, and exhibited behavioror attitude, according to achievement levels representing, e.g., learn,use or apply, guide or educate, and innovate or shape, definingcompetency level self-evaluations table elements for each respectiverole 201. The database 41 can also include data indicating a requiredresponsibility level for each task and role combination, data indicatinga time duration for each of a plurality of categories of complexitiesfor each task and role combination, data indicating a separate pluralityof comments directed to each of the plurality of finalized activityanalysis, and data indicating a separate plurality of comments directedto at least one version of each of the plurality of tasks 191 andassociated roles 201.

The database 41 can include data indicating a plurality of activitiesanalysis suggestions indicating a corresponding plurality of suggestedactivity analysis for each of the plurality of activities 91, and dataindicating a plurality of task list suggestions indicating acorresponding plurality of suggested tasks 191 and associated roles 201to accomplish each of the activities 91. The database 41 can includedata indicating a description of availability of each of a plurality oforganization members including data indicating current projects andobligations for each respective organization member used to determinethe qualified resource supply, and data indicating individual transitionplans for each of a plurality of organization members associated withqualified resource supply data through a plurality of competencyself-evaluations and resource availability data from a plurality ofresource availability evaluations. Advantageously, each individualtransition plan can map each one of the plurality of organizationmembers to a selected role or roles 201.

Note, the computer memory element can include but is not limited to thevarious volatile and non-volatile forms of memory used in conjunctionwith a computer or processor such as, for example, hard-coded type mediasuch as read only memories (ROMs), CD-ROMs, and DVD-ROMs, or erasable,electrically programmable read only memories (EEPROMs), recordable typemedia such as floppy disks, hard disk drives, CD-R/RWs, DVD-RAMs,DVD-R/RWs, DVD+R/RWs, flash drives, and other newer types.

According to an embodiment of the present intention, an online websitecan capture and report out the necessary information and, equallyimportant, provide transparent access to all participants to allcontributions throughout the transition. The online web technology canprovide a central repository for data developed by process developmentteam members and encourage interested organization members who may notbe members of the process development team to review and comment oncontributions using a familiar technical environment. Web page forms canbe provided to ensure data is presented uniformly for all functions,activities, tasks, roles and competencies. Advantageously, the websitedesign can, for example, provide flexibility with features like apull-down list to which new roles can be added, RACI codes can beassigned, and in which LUGI-type self-assessments can be performed.According to an embodiment of the present invention, akin to SAPWorkflow, an additional feature, automated online notificationcapability, e.g., via e-mail or pop-up windows, is designed into thewebsite, which, advantageously, can accelerate on-line review of newlyposted data to thereby ensure appropriate parties are automaticallynotified when certain updates are made to the data presented by thewebsite. Further, according to an embodiment of the present invention,authorization profiles have been designed into the website to ensureonly preselected organization members, e.g., process developmentrepresentatives, can enter final versions, while still allowing otherauthorized organization members to provide comments. Advantageously, theability of transition team members to remotely monitor data input viathe website prioritizes and steers follow-up activities.

This application is a divisional of and claims priority to and thebenefit of U.S. patent application Ser. No. 11/605,915, titled “Systems,Program Product, and Methods for Organization Realignment,” filed onNov. 29, 2006, which claims priority to and the benefit of U.S.Provisional Patent Application No. 60/741,683, titled “Systems, ProgramProduct, and Methods for Organization Realignment,” filed on Dec. 2,2005, each incorporated herein by reference in its entirety.

In the drawings and specification, there have been disclosed a typicalpreferred embodiment of the invention, and although specific terms areemployed, the terms are used in a descriptive sense only and not forpurposes of limitation, the scope of the invention being set forth inthe following claims. The invention has been described in considerabledetail with specific reference to these illustrated embodiments. It willbe apparent, however, that various modifications and changes can be madewithin the spirit and scope of the invention as described in theforegoing specification.

That claimed is:
 1. A computer readable medium that is readable by acomputer assisting in the transition and realignment of an existingorganization structure into a new organization structure, the computerreadable medium comprising a set of instructions that when executed by acomputer cause the computer to perform the following operations:receiving a plurality of activities to support major functions of a neworganization structure; receiving a listing of a plurality of tasks toaccomplish for each of the plurality of activities and associated roles;determining a total demand on each role based on associated tasks eachrole is responsible for performing across associated functions tothereby define an aggregate resource demand required by the neworganization structure; determining a number of qualified personnelhaving a required competency available to fulfill each one of theplurality of roles to thereby determine a qualified resource supplyavailable to the new organization structure from resources employed bythe existing organization structure; and determining a skills gap intransitioning to the new organization structure responsive to theaggregate resource demand required by the new organization structure andthe qualified resource supply available to the new organizationstructure from resources employed by the existing organizationstructure.
 2. A computer readable medium as defined in claim 1, whereinthe operation of determining a total demand on each role comprises:determining a sum of products of time duration to perform eachassociated task and an aggregate frequency of the respective task.
 3. Acomputer readable medium as defined in claim 2, wherein the timeduration of the tasks is determined using a matrix having matrixquantities separately identified for each type of role.
 4. A computerreadable medium as defined in claim 3, wherein the operations furthercomprise providing an online role competency web page form includingcompetency term input fields for a user to enter an array of competencylevels in terms of provable knowledge, demonstrable skills, andexhibited behavior or attitude according to the following achievementlevels: learn, use or apply, guide or educate, and innovate or shape, toprovide for determining required competency for each of the plurality ofroles and to identify qualified personnel resources.
 5. A computerreadable medium as defined in claim 1, the operations furthercomprising: determining a resource requirement gap for the neworganization structure, the resource requirement gap defined as adifference between resource requirements and qualified resource supply.6. A computer readable medium as defined in claim 5, wherein theoperation of determining a number of qualified personnel having arequired competency available to fulfill each one of the plurality ofroles further comprises: identifying a number of organization membersfor each role having a predetermined competency level determined using alearn, use or apply, guide or educate, innovate or shape self-evaluationtable to thereby determine the qualified resource supply.
 7. A computerreadable medium as defined in claim 5, wherein the operation ofdetermining a number of qualified personnel having a required competencyavailable to fulfill each one of the plurality of roles furthercomprises: identifying a number of organization members for each rolehaving a predetermined competency level and indicating an interest inthe respective role to thereby determine the qualified resource supply.8. A computer readable medium as defined in claim 7, wherein theoperation of identifying a number of organization members for each roleincludes identifying resource commitments for each respectiveorganization member.
 9. A computer readable medium that is readable by acomputer assisting in the transition and realignment of an existingorganization structure of an entity undergoing organizationalrealignment into a new organization structure, the computer readablemedium comprising a set of instructions that when executed by a computercause the computer to perform the following operations: providing aplurality of organization analysis web pages associated with anorganization realignment web site to capture data developed by aplurality of organization members defining process development teammembers and used to analyze and define functions, activities, tasks, androles to form a new organization structure to thereby provide arepository of the data and to provide access to the data by organizationmember participants during transition development between an oldorganization structure to the new organization structure to encouragelearning, promote a sense of ownership, and encourage full involvementin realigning to the new organization structure; providing a pluralityof resource determination web pages associated with an organizationrealignment web site to determine a qualified supply of resourcesavailable to the new organization structure and including at least onerole competency self-evaluation web page form used to evaluateorganization members competency in performing a plurality of rolesidentified to perform associated tasks supporting at least one of aplurality of activities under each respective one of a plurality offunctions; and providing one or more requirements web pages associatedwith the organization realignment web site to determine the following: askills gap describing a difference between aggregate role-based resourcedemand required by the new organization structure and qualified supplyof resources available to the new organization structure from resourcesemployed by the existing organization structure, and a resource gapdescribing a difference between personnel-based resource requirements ofthe new organization structure and the qualified supply of resourcesavailable to the new organization structure from resources employed bythe existing organization structure.
 10. A computer readable medium asdefined in claim 9, wherein the operation of providing a plurality oforganization analysis web pages includes providing a finalized taskanalysis input web page form to an organization member defining aprocess development representative to separately enter a plurality oftasks and to assign roles for each selected one of a plurality ofactivities of a selected one of a plurality of functions to therebyreceive the finalized task list for each selected one of the pluralityof activities under the selected one of the plurality of functions, thefinalized task analysis input web page form having an input fieldproviding for entry of each task associated with a selected one of theplurality of activities and an input field to associate at least onerole thereto responsive to process development representative input; andwherein the operations further comprise: storing each finalized list oftasks in a database accessible to an online communication networkresponsive to posting each respective finalized list of tasks to therebyallow multi-party access to each finalized task list, storing each rolefor each associated task for the selected activity in the database tothereby allow multi-party access to each role, and alerting online eachof a preselected plurality of organization members of the posting ofeach finalized task list responsive to the posting of each respectivefinalized task list to thereby solicit comment from each of thepreselected plurality of organization members.
 11. A computer readablemedium as defined in claim 10, the operations further comprising:associating one or more roles with each of the plurality of tasks foreach one of the plurality of activities; providing a role responsibilitylevel input web page form having an input field providing for entry of arequired role responsibility level associated with each task and rolecombination, the role responsibility level indicating a role interactionrequired to complete each respective task; and assigning each task androle combination a required responsibility level.
 12. A computerreadable medium as defined in claim 10, the operations furthercomprising providing an online role complexity and time durations webpage form to enter time durations for each of a plurality of categoriesof complexities for each task and role combination.
 13. A computerreadable medium as defined in claim 12, wherein the categories ofcomplexities for each task and role combination include categoriesrepresenting the following: high complexity, medium complexity, and lowcomplexity.
 14. A computer readable medium as defined in claim 9,wherein the operation of providing a plurality of organization analysisweb pages includes providing an online role competency suggestiontemplate form to a user to separately assemble role competencysuggestion data for each selected one of a plurality of roles associatedwith a plurality of activities under each respective one of a pluralityof functions, the online role competency suggestion template form havinga plurality of role competency attribute input fields adapted to receiveuser input data indicating role competency attributes; and wherein theoperations further comprise providing an online role competency templateform to a user to assemble finalized role competency data to therebyseparately develop an online role competency self-evaluation form foreach selected one of the plurality of roles associated with theplurality of activities under each respective one of the plurality offunctions, the online role competency template form having a pluralityof role competency input fields adapted to receive user input dataindicating role competency attributes.
 15. A computer readable medium asdefined in claim 14, wherein the plurality of input fields of the onlinerole competency template form provide a plurality of elements editableto describe an array of competency levels representing provableknowledge, demonstrable skills, and exhibited behavior or attitudeaccording to achievement levels representing the following: learn, useor apply, guide or educate, and innovate or shape, defining competencylevel self-evaluations table elements for each respective role; andwherein the required competency level is determined by analyzing each ofthe plurality of roles to determine required knowledge, skill, andbehavior or attitude according to the following achievement levels:learn, use or apply, guide or teach, and innovate or shape.
 16. Acomputer readable medium that is readable by a computer assisting in thetransition and realignment of an existing organization structure of anentity undergoing organizational realignment into a new organizationstructure, the computer readable medium comprising a set of instructionsthat when executed by a computer cause the computer to perform thefollowing operations: determining a qualified supply of resourcesavailable to each separate role of a plurality of roles according to thenew organization structure responsive to data describing results of arole competency evaluation for each of a plurality of organizationmembers to define a qualified resource supply available to each role tosatisfy the new organization structure from resources employed by theexisting organization structure; determining an estimate of a number ofwork-units required for each role of the plurality of roles to performtasks the respective role is responsible for performing acrossassociated functions according to the new organization structure;determining an average number of assignable work-units per unit of timefor each of the plurality of roles; determining a demand estimate foreach role of the plurality of roles responsive to data describing theestimated number of work units required of each respective role toperform the tasks the respective role is responsible for performingacross associated functions and responsive to data describing thedetermined average number of assignable work-units per unit of time forthe respective role to determine an estimated number of units of timerequired for each respective role to perform the tasks the respectiverole is responsible for performing across associated functions tothereby determine an aggregate resource demand estimate, the aggregateresource demand estimate defining an aggregate number of resourcesrequired for the respective role to perform the tasks the respectiverole is responsible for performing across associated functions; andcalculating a skills gap in transitioning the existing organizationstructure to the new organization structure responsive to roleidentification data, qualified supply data, and aggregate resourcedemand estimate data, the skills gap defined as a difference between theaggregate resource demand required by the new organization structure andqualified resource supply available to the new organization structurefrom resources employed by the existing organization structure.
 17. Acomputer readable medium as defined in claim 16, wherein the rolecompetency evaluation is a role competency self-evaluation performed byeach of the plurality of organization members utilizing a rolecompetency self-evaluation form; wherein the operations further compriseproviding data to display the role competency self-evaluation form; andwherein the operation of determining a qualified supply of resourcesincludes determining a number of qualified personnel having a requiredcompetency available to fulfill each respective role for the pluralityof roles.
 18. A computer readable medium as defined in claim 16, theoperations further comprising: providing data to display a demandestimate report form indicating a number of resources required per unitof time for each of the plurality of roles to perform assigned taskswithin activities of each of a plurality of organization functions tosatisfy the new organization structure for the entity undergoing theorganizational realignment; providing data to display a qualifiedresources report form indicating the qualified supply of resources tosatisfy the new organization structure for the entity undergoing theorganizational realignment; and providing data to display skills gapanalysis results to thereby enhance organization transition planning.19. A computer readable medium as defined in claim 16, the operationsfurther comprising: providing data to display an online activityanalysis suggestion template form having a plurality of activityanalysis attribute input fields; receiving user input data indicatingactivity analysis attributes; and assembling activity analysissuggestion data separately for each of a plurality of activitiessupporting a plurality of organization functions of the new organizationstructure for the entity undergoing organizational realignment.
 20. Acomputer readable medium as defined in claim 16, the operations furthercomprising: providing data to display an online task template formhaving a task input field; and receiving user input data indicating atask description to thereby assemble a task list separately for eachselected one of a plurality of activities supporting a plurality oforganization functions of the new organization structure.
 21. A computerreadable medium as defined in claim 16, the operations furthercomprising: displaying an online role responsibility level template formhaving a role responsibility level input field; receiving user inputdata indicating a role interaction required to complete each taskdefining a role responsibility level; separately assigning at least onerole to each task on the task list for each selected one of a pluralityof activities supporting a plurality of organization functions of thenew organization responsive to user input; and assigning a roleresponsibility level to each role task combination needed to completethe respective task responsive to user input.
 22. A computer readablemedium as defined in claim 16, the operations further comprising:providing data to display an online role competency suggestion templateform having a plurality of role competency attribute input fields;receiving user input data indicating role competency attributes tothereby assemble role competency suggestion data; and generating anonline role competency self-evaluation form separately for each selectedone of a plurality of roles responsive to the competency suggestion dataresponsive to the role competency suggestion data.
 23. A computerreadable medium as defined in claim 16, the operations furthercomprising: providing data to display an online role competency templateform having a plurality of role competency input fields; receiving userinput data indicating role competency attributes received through theonline role competency suggestion template form to thereby assemblefinalized role competency data; and generating an online role competencyself-evaluation form separately for each selected one of the pluralityof roles associated with the plurality of activities supporting eachrespective one of a plurality of organization functions responsive tothe finalized role competency data.
 24. A computer readable medium thatis readable by a computer assisting in the transition and realignment ofan existing organization structure of an entity undergoingorganizational realignment into a new organization structure, thecomputer readable medium comprising a set of instructions that whenexecuted by a computer cause the computer to perform the followingoperations: receiving a plurality of activities to support majorfunctions of a new organization structure responsive to user input;receiving a listing of a plurality of tasks to accomplish for each ofthe plurality of activities and associated roles responsive to userinput; calculating a sum of products of a time duration to perform eachassociated task and an aggregate frequency of the respective task todetermine a total demand on each respective role based on associatedtasks the respective role is responsible for performing acrossassociated functions defining an aggregate resource demand; determininga number of qualified personnel having a required competency level andavailability to fulfill the respective role to thereby determine aqualified resource supply; and determining a skills gap in transitioningfrom the existing organization structure to the new organizationstructure responsive to role identification, the aggregate resourcedemand, and the qualified resource supply to thereby enhanceorganization transition planning.
 25. A computer readable medium asdefined in claim 24, the operations further comprising: providing aresource allocation input web page form having a plurality of resourcecommitment input fields to identify current projects and obligations foreach of the plurality of organization members to thereby receive adescription of availability of each of the plurality of organizationmembers to determine and allocate required resources; and providing aqualified resource supply template to thereby display an availablequalified supply of personnel for each respective one of the pluralityof roles, to thereby facilitate determining the qualified resourcesupply.
 26. A computer readable medium as defined in claim 24, theoperations further comprising: providing an online master resourceallocation table for each of a plurality of organization members tothereby summarize organization member availability, the master resourceallocation table including current assignment planned completion datesand projected absences; and providing an online assignable man-hourdetermination form including a table having a plurality of rolesidentified as organization realignment participants related to aplurality of activities to thereby determine an average number ofassignable hours per unit of time for each of the plurality oforganization realignment participants, to thereby facilitate determiningthe qualified resource supply.
 27. A computer readable medium as definedin claim 24, the operations further comprising: providing a demandestimate template to thereby display demand for each one of theplurality of roles within each one of the plurality of functions;determining aggregate demand for each of the plurality of roles tothereby determine the aggregate resource demand; and providing a demandaggregation web page form to display the aggregate demand for each oneof the plurality of roles to thereby enhance resource developmentmanagement.
 28. A computer readable medium as defined in claim 24,wherein the operations further comprise: determining the time durationof the tasks using a table or matrix having quantities separatelyidentified for each type of role; and for each separate one of theplurality of roles, executing the following calculation to determine anumber of human resources required to satisfy demand for the respectiverole: R=(H/T)/D, wherein R is the total number of human resourcesrequired, H is the total number of hours time duration required by therespective role to perform each assigned task, T is the total averageassignable hours per unit of time, and D is a preselected unit of timefor which the assigned tasks are to be performed, to thereby determinethe aggregate resource demand.
 29. A computer readable medium as definedin claim 24, the operations further comprising: compiling a demandestimate for each of the plurality of roles to provide a demand estimatereport form indicating a number of resources required per unit of timefor each of the plurality of roles to perform assigned tasks withinactivities of each of the plurality of functions; and wherein the demandestimate for each of the plurality of roles is performed responsive toan estimated number of hours required of the respective role to performassigned tasks within activities of the plurality of functions andresponsive to a determined average number of assignable hours per unitof time for the respective role to determine an estimated number ofunits of time required for the respective role to perform assigned tasksto thereby determine a number of resources required for the respectiverole to perform the assigned tasks.
 30. A computer readable medium asdefined in claim 24, the operations further comprising: determining aresource requirement gap for the new organization structure, theresource requirement gap defined as a difference between resourcerequirements and qualified resource supply, the qualified resourcesupply determination comprising: determining a number of organizationmembers for each role having predetermined competency level dataextracted from a self-evaluation table indicating competency levelcategories of learn, use or apply, guide or educate, innovate or shape,and determining a number of organization members for each role having apredetermined competency level and indicating an interest in therespective role.
 31. A computer readable medium as defined in claim 30,the operations further comprising: forming individual transition plansfor each of a plurality of organization members responsive to determinedorganization resource requirements determined from qualified resourcesupply data from the competency self-evaluation and resourceavailability data from a resource availability evaluation, eachindividual transition plan mapping each one of the plurality oforganization members to a selected role or roles.
 32. A computerreadable medium as defined in claim 24, the operations furthercomprising: providing a project initiation request form to facilitateassignment of accountabilities; providing a project change request formincluding entry fields to request modification of a standard activity toprovide for tracking and requiring explanation of revisions to projectplans and timelines; and providing a master projects inventory web pageto indicate planned deliverables and identify accountable personnel foreach task.
 33. Program product for assisting in the transition andrealignment of an existing organization structure of an entityundergoing organizational realignment into a new organization structure,the program product comprising a set of instructions stored in atangible computer readable medium that when executed by a computer,cause the computer to perform the operations of: receiving a pluralityof activities to support major functions of a new organization structureresponsive to user input; receiving a listing of a plurality of tasks toaccomplish for each of the plurality of activities and associated rolesresponsive to user input; calculating a sum of products of a timeduration to perform each associated task and an aggregate frequency ofthe respective task to determine a total demand on each respective rolebased on associated tasks the respective role is responsible forperforming across associated functions defining an aggregate resourcedemand; determining a number of qualified personnel having a requiredcompetency level and availability to fulfill the respective role tothereby determine a qualified resource supply; and determining a skillsgap in transitioning from the existing organization structure to the neworganization structure responsive to role identification, the aggregateresource demand, and the qualified resource supply to thereby enhanceorganization transition planning.
 34. Program product as defined inclaim 33, the operations further comprising: providing a resourceallocation input web page form having a plurality of resource commitmentinput fields to identify current projects and obligations for each ofthe plurality of organization members to thereby receive a descriptionof availability of each of the plurality of organization members todetermine and allocate required resources; and providing a qualifiedresource supply template to thereby display an available qualifiedsupply of personnel for each respective one of the plurality of roles,to thereby facilitate determining the qualified resource supply. 35.Program product as defined in claim 33, the operations furthercomprising: providing an online master resource allocation table foreach of a plurality of organization members to thereby summarizeorganization member availability, the master resource allocation tableincluding current assignment planned completion dates and projectedabsences; and providing an online assignable man-hour determination formincluding a table having a plurality of roles identified as organizationrealignment participants related to a plurality of activities to therebydetermine an average number of assignable hours per unit of time foreach of the plurality of organization realignment participants, tothereby facilitate determining the qualified resource supply. 36.Program product as defined in claim 33, the operations furthercomprising: providing a demand estimate template to thereby displaydemand for each one of the plurality of roles within each one of theplurality of functions; determining aggregate demand for each of theplurality of roles to thereby determine the aggregate resource demand;and providing a demand aggregation web page form to display theaggregate demand for each one of the plurality of roles to therebyenhance resource development management.
 37. Program product as definedin claim 33, the operations further comprising: determining a resourcerequirement gap for the new organization structure, the resourcerequirement gap defined as a difference between resource requirementsand qualified resource supply, the qualified resource supplydetermination comprising: determining a number of organization membersfor each role having predetermined competency level data extracted froma self-evaluation table indicating competency level categories of learn,use or apply, guide or educate, innovate or shape, and determining anumber of organization members for each role having a predeterminedcompetency level and indicating an interest in the respective role.